HRMS Payroll Processing

Oracle® HRMS

Payroll Processing Management Guide

Release 11i

Part No. B15516-01

November 2004

Oracle HRMS Payroll Processing Management Guide, Release 11i

Part No. B15516-01

Copyright © 2004, Oracle. All rights reserved.

Primary Author: John Woodward

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Contents

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Preface

1 Payrolls

Payrolls Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 1Payrolls . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 1Payroll Definition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 2

Consolidation Sets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 3Defining Exchange Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 4Selecting Exchange Rate Types for a Business Group . . . . . . . . . . . . . . . . 1- 4Creating an Assignment Set . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 5Defining Consolidation Sets . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 6Changing Consolidation Sets . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 6Defining a Payroll . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 6Deleting Payrolls . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1- 8

2 Payroll Payment and Distributions

Payroll Payment and Distributions Overview . . . . . . . . . . . . . . . . . . . . 2- 1Payroll Payment and Distributions . . . . . . . . . . . . . . . . . . . . . . . . . 2- 1Payment and Distributions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2- 2

Using Oracle Payroll with Cash Management . . . . . . . . . . . . . . . . . . . 2- 3Defining a Payment Method . . . . . . . . . . . . . . . . . . . . . . . . . . 2- 4Viewing Statement of Earnings . . . . . . . . . . . . . . . . . . . . . . . . . . 2- 6Setting Up Payslip Information and Generating Payslips . . . . . . . . . . . . . . 2- 7Extracting Information to Appear on the Payslip . . . . . . . . . . . . . . . . . . 2- 8

3 Payroll Stat utory Deductions and Reporting

Payroll Statutory Deductions and Reporting Overview . . . . . . . . . . . . . . . . 3- 1Payroll Statutory Deductions and Reporting . . . . . . . . . . . . . . . . . . . . . 3- 1

4 Payroll Processing and Analysis

Payroll Processing and Analysis Overview . . . . . . . . . . . . . . . . . . . . . . 4- 1Payroll Processing and Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . 4- 2

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The Payroll Run . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4- 4Process Part of a Payroll . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4- 5Continuous Calculation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4- 6Starting a Payroll Run . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4- 6Setting Up Continuous Calculation . . . . . . . . . . . . . . . . . . . . . . . . 4- 7Running the Continuous Calculation Process . . . . . . . . . . . . . . . . . . . 4- 8Running QuickPay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4- 8Running the Generate Run Balances Process . . . . . . . . . . . . . . . . . . . . 4- 9

Post Processing for a Payroll . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-10Post-Processing for a Payroll . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-11Data Locks for Payroll Processes . . . . . . . . . . . . . . . . . . . . . . . . . 4-12Running Post-Run Processes for QuickPay . . . . . . . . . . . . . . . . . . . . . 4-12Viewing Payroll Process Results . . . . . . . . . . . . . . . . . . . . . . . . . 4-13Printing the Payslip . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-14Running the PrePayments Process . . . . . . . . . . . . . . . . . . . . . . . . 4-15Running the Cheque/Check Writer Process . . . . . . . . . . . . . . . . . . . . 4-15Running the Void Cheque/Check Payments Process . . . . . . . . . . . . . . . . 4-16Reissuing a Voided Cheque/Check . . . . . . . . . . . . . . . . . . . . . . . . 4-16Running the Cheque Listing Report . . . . . . . . . . . . . . . . . . . . . . . . 4-17Running the Void Payments Report . . . . . . . . . . . . . . . . . . . . . . . . 4-17Making External/Manual Payments . . . . . . . . . . . . . . . . . . . . . . . 4-18

RetroPay Processing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-18RetroPay Processes Available in Oracle Payroll . . . . . . . . . . . . . . . . . . . 4-19RetroPay Key Concepts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-20Understanding the Sequence of Your RetroPay Activities . . . . . . . . . . . . . . 4-21Setting Up Retro-Notification and RetroPay . . . . . . . . . . . . . . . . . . . . 4-22Setting Up the Retro-Notification Report . . . . . . . . . . . . . . . . . . . . . 4-24Setting Up Your RetroPay Process . . . . . . . . . . . . . . . . . . . . . . . . 4-25Creating a RetroPay Set . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-27Running the RetroPay Process . . . . . . . . . . . . . . . . . . . . . . . . . . 4-27Viewing RetroPay Status and History . . . . . . . . . . . . . . . . . . . . . . . 4-28Running the Retro-Notifications Report . . . . . . . . . . . . . . . . . . . . . . 4-30

Advance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-31Advance Pay Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-32Setting Up Advance Pay for Individual Assignments . . . . . . . . . . . . . . . . 4-32Setting Up Advance Pay for Batch Assignments . . . . . . . . . . . . . . . . . . 4-33Running the Advance Pay Listing Report . . . . . . . . . . . . . . . . . . . . . 4-34Running Advance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-34Running the Advance Pay Process . . . . . . . . . . . . . . . . . . . . . . . . 4-34Running Advance Pay by Element . . . . . . . . . . . . . . . . . . . . . . . . 4-35Viewing the Results of the Advance Pay Process . . . . . . . . . . . . . . . . . . 4-35

Exception Reporting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-35Payroll Exception Reporting: Overview . . . . . . . . . . . . . . . . . . . . . . 4-36Running the Payroll Message Report . . . . . . . . . . . . . . . . . . . . . . . 4-38Reconciling Payments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-38

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Setting Up Exception Reports . . . . . . . . . . . . . . . . . . . . . . . . . . 4-39Grouping Exception Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . 4-44Running an Exception Report, or Exception Report Group . . . . . . . . . . . . . . 4-44

Retries, Reversals and Rollbacks . . . . . . . . . . . . . . . . . . . . . . . . . . 4-45Correction of Run Results: Rollbacks . . . . . . . . . . . . . . . . . . . . . . . 4-46Correction of Run Results: Retries . . . . . . . . . . . . . . . . . . . . . . . . 4-46Correction of Run Results: Reversals . . . . . . . . . . . . . . . . . . . . . . . 4-47Marking and Retrying Payroll Runs and Other Processes . . . . . . . . . . . . . . 4-48Marking a Group of Employee Assignments for Retry . . . . . . . . . . . . . . . . 4-49Correcting Run Results: Reversals . . . . . . . . . . . . . . . . . . . . . . . . 4-49Retrying a Payroll Run or Other Payroll Process . . . . . . . . . . . . . . . . . . 4-49Rolling Back Payroll Runs and Other Processes . . . . . . . . . . . . . . . . . . . 4-49Rolling Back a Process from the Payroll Processes Window . . . . . . . . . . . . . 4-50Rolling Back a Process from the Submit Requests Window . . . . . . . . . . . . . . 4-50Rolling Back a Process from the Assignment Processes Window . . . . . . . . . . . 4-50

5 Payroll Event Rules

Payroll Event Rules Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . 5- 1Payroll Event Rules . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5- 1Triggers, Events and Parameters . . . . . . . . . . . . . . . . . . . . . . . . . . . 5- 1

Database Triggers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5- 2Process Parameters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5- 3Defining Dynamic Triggers . . . . . . . . . . . . . . . . . . . . . . . . . . . 5- 4Grouping Dynamic Triggers into Legislative Functional Areas . . . . . . . . . . . . 5- 5Making Table Event Updates . . . . . . . . . . . . . . . . . . . . . . . . . . 5- 6Maintaining Parameters and Parameter Groups for Payroll Processes . . . . . . . . . 5- 7

A Windows and their Navigation Paths

B Reports and Processes in Oracle HRMS

HRMS Glossary

Index

v

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Oracle HRMS Payroll Processing Management Guide, Release 1 1i

Part No. B15516-01

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Preface

Intended AudienceWelcome to Release 11i of the Oracle HRMS Payroll Processing Management Guide.

This guide assumes you have a working knowledge of the following:

• The principles and customary practices of your business area.

• Oracle HRMS.

If you have never used Oracle HRMS, Oracle suggests you attend one or more of theOracle HRMS training classes available through Oracle University

• Oracle Self-Service Web Applications.

To learn more about Oracle Self-Service Web Applications, read the Oracle Self-ServiceWeb Applications Implementation Manual.

• The Oracle Applications graphical user interface.

To learn more about the Oracle Applications graphical user interface, read theOracle Applications User’s Guide.

See Related Documents for more information about Oracle Applications productinformation.

See Related Documents on page x for more Oracle Applications product information.

TTY Access to Oracle Support ServicesOracle provides dedicated Text Telephone (TTY) access to Oracle Support Serviceswithin the United States of America 24 hours a day, seven days a week. For TTY support,call 800.446.2398.

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http://www.oracle.com/accessibility/

Accessibility of Code Examples in DocumentationScreen readers may not always correctly read the code examples in this document. Theconventions for writing code require that closing braces should appear on an otherwiseempty line; however, some screen readers may not always read a line of text that consistssolely of a bracket or brace.

Accessibility of Links to External Web Sites in DocumentationThis documentation may contain links to Web sites of other companies or organizationsthat Oracle does not own or control. Oracle neither evaluates nor makes anyrepresentations regarding the accessibility of these Web sites.

Structure1 Payrolls2 Payroll Payment and Distributions3 Payroll Statutory Deductions and Reporting4 Payroll Processing and Analysis5 Payroll Event RulesA Windows and their Navigation Paths

This section lists the default navigation paths for all the windows in Oracle HRMS asthey are supplied. You can use task flow windows directly from the menu, or fromthe People and Assignment windows.

B Reports and Processes in Oracle HRMS

This section shows the default reports and processes in Oracle HRMS as they aresupplied. The responsibility that you use determines which reports you can use andhow you access them.

HRMS Glossary

Related DocumentsOracle HRMS shares business and setup information with other Oracle Applicationsproducts. Therefore, you may want to refer to other user guides when you set upand use Oracle HRMS.

You can read the guides online by choosing Library from the expandable menu on yourHTML help window, by reading from the Oracle Applications Document Library CDincluded in your media pack, or by using a Web browser with a URL that your systemadministrator provides.

If you require printed guides, you can purchase them from the Oracle store athttp://oraclestore.oracle.com.

Guides Related to All Products

Oracle Applications User’s Guide

This guide explains how to enter data, query, run reports, and navigate using thegraphical user interface (GUI). This guide also includes information on setting userprofiles, as well as running and reviewing reports and concurrent processes.

You can access this user’s guide online by choosing ”Getting started with OracleApplications” from any Oracle Applications help file.

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Guides Related to This Product

OA Personalization Framework and OA Extensibility Framework

Learn about the capabilities of the 5.6 Framework technologies.

Oracle Human Resources Management Systems Enterprise and Workforce ManagementGuide

Learn how to use Oracle HRMS to represent your enterprise. This includes setting upyour organization hierarchy, recording details about jobs and positions within yourenterprise, defining person types to represent your workforce, and also how to manageyour budgets and costs.

Oracle Human Resources Management Systems Workforce Sourcing, Deployment,and Talent Management Guide

Learn how to use Oracle HRMS to represent your workforce. This includes recruitingnew workers, developing their careers, managing contingent workers, and reporting onyour workforce.

Oracle Human Resources Management Systems Payroll Processing Management Guide

Learn about wage attachments, taxes and social insurance, the payroll run, and otherprocesses.

Oracle Human Resources Management Systems Compensation and BenefitsManagement Guide

Learn how to use Oracle HRMS to manage your total compensation package. Forexample, read how to administer salaries and benefits, set up automated grade/stepprogression, and allocate salary budgets. You can also learn about setting up earningsand deductions for payroll processing, managing leave and absences, and reportingon compensation across your enterprise.

Oracle Human Resources Management Systems Configuring, Reporting, and SystemAdministration in Oracle HRMS

Learn about extending and configuring Oracle HRMS, managingsecurity, auditing, information access, and letter generation.

Oracle Human Resources Management Systems Implementation Guide

Learn about the setup procedures you need to carry out in order to successfullyimplement Oracle HRMS in your enterprise.

Oracle Human Resources Management Systems FastFormula User Guide

Learn about the different uses of Oracle FastFormula, and understand the rules andtechniques you should employ when defining and amending formulas for use withOracle applications.

Oracle Human Resources Management Systems Deploy Self–Service Capability Guide

Set up and use self-service human resources (SSHR) functions for managers, HRProfessionals, and employees.

Oracle Human Resources Management Systems Deploy Strategic Reporting (HRMSi)

Implement and administer Oracle Human Resources Management Systems Intelligence(HRMSi) in your environment.

Oracle Human Resources Management Systems Strategic Reporting (HRMSi) User Guide

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Learn about the workforce intelligence reports included in the HRMSi product, includingDaily Business Intelligence reports, Discoverer workbooks, and PerformanceManagement Framework reports.

Implementing Oracle Approvals Management

Use Oracle Approvals Management (AME) to define the approval rules that determinethe approval processes for Oracle applications. Download this guide from OracleMetaLink, Note: 282529.1.

Oracle iRecruitment Implementation Guide

Set up Oracle iRecruitment to manage all of your enterprise’s recruitment needs.

Oracle Learning Management User Guide

Set up and use Oracle Learning Management to accomplish your online and offlinelearning goals.

Oracle Learning Management Implementation Guide

Implement Oracle Learning Management to accommodate your specific businesspractices.

Oracle Time and Labor Implementation and User Guide

Learn how to capture work patterns such as shift hours so that this information can beused by other applications such as General Ledger.

Installation and System Administration

Oracle Applications Concepts

This guide provides an introduction to the concepts, features, technologystack, architecture, and terminology for Oracle Applications Release 11i. It provides auseful first book to read before an installation of Oracle Applications. This guide alsointroduces the concepts behind Applications-wide features such as Business Intelligence(BIS), languages and character sets, and Self–Service Web Applications.

Installing Oracle Applications

This guide provides instructions for managing the installation of Oracle Applicationsproducts. In Release 11i, much of the installation process is handled using OracleRapid Install, which minimizes the time to install Oracle Applications and the Oracletechnology stack by automating many of the required steps. This guide containsinstructions for using Oracle Rapid Install and lists the tasks you need to performto finish your installation. You should use this guide in conjunction with individualproduct user guides and implementation guides.

Upgrading Oracle Applications

Refer to this guide if you are upgrading your Oracle Applications Release 10.7 orRelease 11.0 products to Release 11i. This guide describes the upgrade process andlists database and product-specific upgrade tasks. You must be either at Release 10.7(NCA, SmartClient, or character mode) or Release 11.0, to upgrade to Release 11i. Youcannot upgrade to Release 11i directly from releases prior to 10.7.

"About" Document

For information about implementation and user document, instructions for applyingpatches, new and changes setup steps, and descriptions of software updates, refer

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to the "About" document for your product. "About" documents are available onOracleMetaLink for most products starting with Release 11.5.8.

Maintaining Oracle Applications

Use this guide to help you run the various AD utilities, such asAutoUpgrade, AutoPatch, AD Administration, AD Controller, AD Relink, LicenseManager, and others. It contains how-to steps, screenshots, and other information thatyou need to run the AD utilities. This guide also provides information on maintainingthe Oracle applications file system and database.

Oracle Applications System Administrator’s Guide

This guide provides planning and reference information for the Oracle ApplicationsSystem Administrator. It contains information on how to define security, customizemenus and online help, and manage concurrent processing.

Oracle Alert User’s Guide

This guide explains how to define periodic and event alerts to monitor the status ofyour Oracle Applications data.

Oracle Applications Developer’s Guide

This guide contains the coding standards followed by the Oracle Applicationsdevelopment staff and describes the Oracle Application Object Library components thatare needed to implement the Oracle Applications user interface described in the OracleApplications User Interface Standards for Forms-Based Products. This manual also providesinformation to help you build your custom Oracle Forms Developer forms so that theforms integrate with Oracle Applications.

Oracle Applications User Interface Standards for Forms–Based Products

This guide contains the user interface (UI) standards followed by the Oracle Applicationsdevelopment staff. It describes the UI for the Oracle Applications products and how toapply this UI to the design of an application built by using Oracle Forms.

Other Implementation Documentation

Oracle Applications Product Update Notes

Use this guide as a reference for upgrading an installation of Oracle Applications. Itprovides a history of the changes to individual Oracle Applications products betweenRelease 11.0 and Release 11i. It includes new features, enhancements, and changes madeto database objects, profile options, and seed data for this interval.

Oracle Workflow Administrator’s Guide

This guide explains how to complete the setup steps necessary for any OracleApplications product that includes workflow-enabled processes, as well as how tomonitor the progress of runtime workflow processes.

Oracle Workflow Developer’s Guide

This guide explains how to define new workflow business processes and customizeexisting Oracle Applications-embedded workflow processes. It also describes how todefine and customize business events and event subscriptions.

Oracle Workflow User’s Guide

This guide describes how Oracle Applications users can view and respond to workflownotifications and monitor the progress of their workflow processes.

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Oracle Workflow API Reference

This guide describes the APIs provided for developers and administrators to accessOracle Workflow.

Oracle Applications Flexfields Guide

This guide provides flexfields planning, setup, and reference information for theOracle HRMS implementation team, as well as for users responsible for the ongoingmaintenance of Oracle Applications product data. This guide also provides informationon creating custom reports on flexfields data.

Oracle eTechnical Reference Manuals

Each eTechnical Reference Manual (eTRM) contains database diagrams and a detaileddescription of database tables, forms, reports, and programs for a specific OracleApplications product. This information helps you convert data from your existingapplications, integrate Oracle Applications data with non-Oracle applications, andwrite custom reports for Oracle Applications products. Oracle eTRM is available onOracleMetalink.

Oracle Applications Message Manual

This manual describes all Oracle Applications messages. this manual is available inHTML format on the documentation CD-ROM for Release 11i.

Do Not Use Database Tools to Modify Oracle Applications DataOracle STRONGLY RECOMMENDS that you never use SQL*Plus, Oracle Data Browser,database triggers, or any other tool to modify Oracle Applications data unless otherwiseinstructed.

Oracle provides powerful tools you can use to create, store, change, retrieve, andmaintain information in an Oracle database. But if you use Oracle tools such as SQL*Plusto modify Oracle Applications data, you risk destroying the integrity of your data andyou lose the ability to audit changes to your data.

Because Oracle Applications tables are interrelated, any change you make using anOracle Applications form can update many tables at once. But when you modify OracleApplications data using anything other than Oracle Applications, you may change a rowin one table without making corresponding changes in related tables. If your tables getout of synchronization with each other, you risk retrieving erroneous information andyou risk unpredictable results throughout Oracle Applications.

When you use Oracle Applications to modify your data, Oracle Applicationsautomatically checks that your changes are valid. Oracle Applications also keeps track ofwho changes information. If you enter information into database tables using databasetools, you may store invalid information. You also lose the ability to track who haschanged your information because SQL*Plus and other database tools do not keep arecord of changes.

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1Payrolls

Payrolls OverviewUsing Oracle HRMS, you can set up payrolls to pay all your employees accuratelyand at the correct time.

Payrolls in Oracle HRMSA payroll is a set of employees whose pay you process with a single frequency, forexample, weekly or monthly. You can define as many payrolls as you require to meetthe pay policies of your enterprise. You put an employee on a payroll by making anassignment to the payroll.

You can also assign employees to other employee groups: for example, groups toindicate membership of a union or employment based sports club.

Key ConceptsTo enable you to set up payrolls correctly, you need to understand these key concepts:

• Period types and calendars, page 1- 3

• Consolidation sets, page 1- 3

• Assignment sets, page 1- 5

• Element sets and distribution sets, Oracle HRMS Compensation and BenefitsManagement Guide

Reporting on PayrollsSee Reports and Processes in Oracle HRMS, page B-58

PayrollsYou can use Oracle Payroll to define a payroll, or range or payrolls that best suit yourorganizational needs.

Can you pay an employee with several assignments a single payment?Yes, Oracle Payroll enables you to pay a single payment to an employee with severalassignments within your organization. You enable the payment by selecting the MultipleAssignment check box on the Define Payroll form.

Payrolls 1-1

Can you run payroll processes and reports multilingually?Payroll processes and reports are always submitted and always run in the local languageonly. This means that US and UK payroll reports can only be run in English. Canadianreports can be run in English or Canadian French.

1-2 Oracle HRMS Payroll Processing Management Guide

Payroll Definition

Consolidation SetsConsolidation sets are the means by which you label payroll runs for furtherprocessing. This enables you to process the results from more than one payroll in a singleaction. You need only produce one tape per payment method for several payrolls, oneset of reports and one set of costing for the whole set.

You can follow this procedure when scheduling additional runs. These are the runsyou make in addition to your regular payroll runs; for example, to pay leavers. Youcan decide whether to consolidate an additional run with the regular run or switchit to a special set.

Consolidation sets are also used to label assignment sets when you use these for payrollprocessing. The same choices apply to assignment sets as to payrolls. You can accept thedefault consolidation set or select a new one when you set the run parameters in theSubmit Requests window. You can also change the consolidation set after the run in theUpdate Payroll Run window.

Changes to a Consolidation SetConsolidation sets also facilitate the selective post-run processing of differentpayrolls. For example, after processing three payrolls in one consolidation set, you maywant to select just one for immediate post-run processing. To do this, transfer the oneyou want to process to a new consolidation set.

You may also want to retry a payroll while continuing with prepayments for otherpayrolls whose status is Complete. This too would require a change of consolidationset for the first payroll.

Period Types and CalendarsSince a payroll has only one pay frequency, you must define at least one payroll foreach pay frequency you use. The following table shows the valid period types forpay frequency.

Payrolls 1-3

Period types and pay frequency table:

Payroll Period Types Periods per Year

Semi-Year 2

Quarter 4

Bi-Month 6

Calendar Month 12

Lunar Month 13

Semi-Month (not available for UK users) 24

Bi-Week 26

Week 52

Defining Exchange RatesYou can maintain daily exchange rates for use in foreign currency conversion, and youcan also specify a date range for a specific rate. In Release 11i, you maintain dailyrates in Oracle General Ledger.

See: Entering Daily Rates, Oracle General Ledger User's Guide

A daily rate can be associated with a conversion rate type by using predefined ratetypes such as Spot and Corporate. This means that the conversion rate associatedwith the rate type will automatically be used whenever you perform foreign currencyconversions. Some rate types such as Spot and Corporate are predefined. You can alsouse Oracle General Ledger to define additional rate types of your own.

See: Defining Conversion Rate Types, Oracle General Ledger User's Guide

When a business group is created, the Corporate currency type is predefinedfor HRMS Intelligence (BIS) and Core HRMS (HRMS Reporting and PayrollProcesses). However, you can modify HRMS User Tables so that the default value ofCorporate can be overridden for each of the following:

• BIS

• HRMS Reporting

• Payroll Processes

See Defining Exchange Rate Types for a Business Group, page 1- 4

Selecting Exchange Rate Types for a Business GroupWhen you create a Business Group for BIS, HRMS Reporting or Payroll Processes theexchange rate type is predefined as Corporate. This is effective from the effective dateof the Business Group.

However, you can set a different currency type for each Business Group. Forexample, you can select:


• A spot rate for Payroll processes to reflect daily exchange rates.

• A corporate rate for HR reporting to represent an end-of-month value.

You can define a different exchange rate type in the Table Values window.

To select an exchange rate type for a Business Group:1. Query the table, EXCHANGE_RATE_TYPES.

2. In the Exact field, select BIS, HRMS or PAY from the list of values.

3. Enter the new value for the exchange rate type. The value will usually be Corporate(the default), or Spot, but you may also need to select other predefined GL ExchangeRate Types.

4. Change the Effective Date for this rate type, or accept the default.

For details of available rate types, see Defining Conversion Rate Types, OracleGeneral Ledger User's Guide

Creating an Assignment SetThere are three uses of assignment sets in Oracle HRMS:

• You can run a QuickPaint report for a set of assignments, rather than individualassignments.

• You can process subsets of the employees assigned to a payroll. Normally youinitiate payroll runs and other post-run processes for one or more payrolls at atime. However, if you need to process smaller groups within a single payroll, youdefine an assignment set.

• You can use a BEE concurrent process to create an identical batch line for eachassignment in an assignment set.

There are three ways to define the set:

1. • You can enter selection criteria, which the system generates into a formula. Whenyou use the assignment set, Oracle FastFormula runs the formula to find theassignments that match the criteria. It checks all the assignments in the businessgroup or, if you select a payroll when you define the set, all the assignments tothat payroll. When you define the set you can also include or exclude individualassignments to modify the set created by the formula.

See: Defining an Assignment Set Using Formula Criteria, Oracle HRMSFastFormula User Guide

• You can select individually all the assignments you want to include in the set.

• You can start from a full set of all the employees in the Business Group or allthe employees assigned to a selected payroll. Then you can exclude individualassignments from the set.

See: Defining an Assignment Set by Including or Excluding Assignments, OracleHRMS Enterprise and Workforce Management Guide

Payrolls 1-5

Defining Consolidation SetsYou must always select a consolidation set before starting a payroll run. This is becausethe consolidation set provides essential labelling for each payroll run. This applies evenif you are only processing one payroll or one assignment set.

When you have defined a consolidation set, it is then available for selection whenyou start a payroll run.

You define consolidation sets in the Consolidation Sets window.

To define a consolidation set:1. Enter the name of a new consolidation set and save.

To delete a consolidation set:1. Query the consolidation set.

2. Choose Edit, Delete Record.

You can only delete a consolidation set if it is not the default set for a payroll and if itis not associated with any payroll processes.

Changing Consolidation SetsYou change consolidation sets for payrolls in the Update Payroll Run window.

Note: Changes you make in this window are for the selected payrollprocesses only. Default consolidation set and pay advice informationcontinue to apply to subsequent runs.

To change the consolidation set for a payroll:1. Query the payroll whose consolidation set you want to change.

Tip: Optionally, select the period for which you wish to change theconsolidation set by providing a Period From date and a PeriodTo date. If you do not specify a period then the update action willapply to all payroll periods for this payroll

Payroll run information for the payroll displays in reverse order from the lastcompleted run. The Set region displays whether the run was for an element setand/or assignment set.

Note: You can update consolidation set and pay advice informationin this window regardless of the status displayed for the payroll run.

2. Enter a new consolidation set.

3. Update pay advice date and message information if required.

The pay advice date and message fields are for information only.

Defining a PayrollUse the Payroll window to define a payroll, including its calendar and valid paymentmethods.


To define a new payroll:1. Set your effective date to a date early enough to handle any historical information

you want to enter. Your effective date must be on or before the first period startdate of the payroll calendar.

2. Enter the payroll’s name and select its period type from the list.

3. Enter the end date of the payroll’s first period, and the number of years for whichthe system should initially generate the payroll’s calendar. You can increase thisnumber later to generate additional years.

Note: Be aware that some processes require the calendar to extendinto the future. For example, the PTO Carry Over process requirespayroll periods extending to the end of the new accrual term.

When you enter the First Period End Date, make sure that the corresponding startdate of the first period is after the start date of the payroll.

4. In the Date Offset region, you can change the zero default to a negative or positivenumber of days before or after the period end date. For example, for a semi-monthlypayroll, the Cut Off date can be 3 days before the period end date (-3), while theScheduled Run and Check dates can be 5 and 7 days after this date, respectively.

• The Check Date, sometimes called Pay Date, is the date of constructive receipt ofpay, on which paychecks become negotiable.

• The Scheduled Run Date is the date scheduled for the Regular run of thispayroll each period.

• The Cut Off date, included for your reference, is the final date for entering orchanging payroll information before a run.

These offsets are the defaults for the calendar. You can manually make date changesin the calendar, for example when an offset date falls on a weekend or holiday, bychoosing the Period Dates button.

5. Select a default payment method for employees who have no valid personalpayment method. You cannot select a method using magnetic tape because thisrequires information about employees’ bank accounts.

6. Select a default consolidation set for this payroll. One consolidation set is createdautomatically when you define your Business Group. Oracle Payroll users can createother consolidation sets for payroll processing.

7. In the Costing region, you can enter information about the set of books and suspenseaccount holding costing information for this payroll.

The information you enter here depends on the setup of your Cost Allocationkey flexfield.

See: Setup of the Cost Allocation Key Flexfield, Oracle HRMS Enterprise and WorkforceManagement Guide

8. Check the Negative Payment Allowed check box if you want the PrePaymentsprocess to include negative payments. If you leave the box unchecked, thePrePayments process ignores negative payments.

9. Check the Multiple Assignment check box if you want an employee to receive a singlepayment, for multiple assignments carried out within your organization. However, ifa PrePayments process, which runs prior to your effective processing date, already

Payrolls 1-7

exists you cannot go back and change the Multiple Assignment check box. This boxis only visible if the functionality is enabled for your localization.

Note: If you check the Multiple Assignment check box, make sureit remains checked throughout your payroll processing. OraclePayroll reports in error if some of your payroll processes supportmultiple assignment processing and others do not.

10. If you are an Oracle Payroll user, enter the Statutory Information field to open theStatutory Information window.

Your Oracle localization team may have created fields in this window.

Note: The Statutory Information field is not visible if your HR:UserType profile option is set to HR User.

11. Save your work.

12. Choose the Period Dates button to view the calendar generated for your payroll. Inthe Period Dates window:

• You can view the default offset dates for every period, and you can manuallyoverride any of these dates in any record.

• You can change the payroll’s default Open status in any period to Closed toprevent further element entries. You can also reopen the period if necessary.

Important: Use this feature with caution. When you perform certainimportant tasks in Oracle HRMS, the system may automaticallycreate or delete element entries. These tasks include hiring andterminating people, and updating assignments. You cannot changeany element entries that span a closed payroll period, and so youmay be prevented from performing these tasks.

13. Choose the Valid Payment Methods button to add valid payment methods forthis payroll.

In the Valid Payment Methods window, the default payment method for the payrollappears automatically. You can add other methods. First set your effective date tothe date you want the method to become valid.

Note: An employee assigned to this payroll can have any numberof personal payment methods chosen from those you enter herefor the payroll.

See: Entering Payment Methods for an Employee Assignment in Managing YourWorkforce Using Oracle HRMS.

Deleting PayrollsYou can delete a payroll if there are no active employee assignments or element links toit. However, if you have run processing for a payroll it is not advisable to delete it. Ifnecessary, define a new payroll and simply discontinue use of the old payroll.


To delete a payroll:1. Remove any element links or employee assignments to the payroll.

2. Query the payroll in the Payroll window, choose Delete Record and Save.

Payrolls 1-9

2Payroll Pay ment and Distributions

Payroll Payment and Distributions OverviewUsing Oracle HRMS you can define payment methods for your enterprise and defineany rules for validating or processing the distribution of pay.

Payroll Payment and Distributions in Oracle HRMSYou provide for payment and distribution by defining payment methods for yourenterprise and then specifying which of these organizational payment methods arevalid for the payrolls that you create. This enables you to set up a flexible pattern ofpayment in which you can pay individual employees by a single payment method, or bya combination of valid payment methods.

Key ConceptsTo enable you to set up payment and distributions correctly, you need to understandthese key concepts:

• Payment methods for the enterprise, page 2- 3

• Cash Management and Oracle Payroll, page 2- 3

Reporting on Payroll Payment and DistributionsSee Reports and Processes in Oracle HRMS, page B-58

Payroll Payment and DistributionsYou can use Oracle Payroll to calculate the payments and distributions for all youremployees

Can you verify that payments have been made?Yes. Oracle Payroll is fully integrated with Oracle Cash Management. This enables you touse Oracle Cash Management to verify that payments have been cashed. Reconciliationcan be applied to payroll checks/cheques and third party checks/cheques. You canidentify which checks/cheques have been cleared and the date on which they werecleared. You can also view a reconciliation report which shows if voided checks/chequesappear to have been cashed.

Payroll Payment and Distributions 2-1

Can Oracle Payroll handle different pay frequencies?Yes--you can set up different pay frequencies, for example weekly or monthly, so thatyou can pay different sets of employees at different intervals. Each payroll can only havea single pay frequency and you must set up at least one payroll for each pay frequencythat you define.

Multiple payrolls in a Business Group

Note: Semi-monthly is not a valid frequency for UK payroll users.

Can you group employees according to payroll categories in your organization?You can assign people to any work structure such as an employment category or aparticular location. You can also define a special grouping for your organization. Forexample, you can create a group to indicate membership of a union.

Can you set up a payroll to process multiple assignments for an employee?Yes. If the Multiple Assignment Prepayments has been enabled for your localization, youwill see the Multiple Assignment check box on the Payroll window. The process isactivated by selecting the Multiple Assignment check box.

Do you have flexible control over payment methods?You can define a payroll to include different types of payment method - forexample, payment by bank transfer, payment by check/cheque, and so on. Whenyou process the payroll you can then pay the set of employees for that payroll in anyof the following ways:

• All employees receive payment by a single default payment method for their payroll.

• Employees receive payment by a combination of the payment methods that youhave defined for their payroll.

• Individual employees receive payment that can be distributed between the definedpayment methods in proportions different from those applying to other employeesbelonging to the same payroll.


Payment and Distributions

Using Oracle Payroll with Cash ManagementOracle Cash Management manages and controls the enterprise cash cycle. CashManagement auto reconciliation program matches Oracle Payroll against bank statementlines if the transaction meets the following criteria:

• The Oracle Payroll payment number matches the statement line payment number.

• The Oracle Payroll payment amount matches the statement line payment amount.

Cash Management accesses a view of payments generated by Oracle Payroll andcompares it against the information on the bank statement. This process generates errormessages on mismatched transactions.

Each time a new payment method is created, the bank details transfer to Oracle AccountsPayable. When defining a payment method, you must enter the GL Cash Accountfield to work with Cash Management.

Important: Because payment method details are passed to AccountsPayable from Payroll, it is very important to ensure that you areentering this information correctly. If you inadvertently enter incorrectdetails, you could end up with reconciliation issues later.

Cash Management is only available for Payroll payment methods of Checks. It is notavailable for electronic fund transfers (such as NACHA).

Important: If you want to use Cash Management fully, you must installOracle Accounts Payable and Oracle Accounts Receivable due to theinterdependency in the products. All accounting functions take place inAP and PR and Cash Management provides the engine for reconciliationand forecast.

Payment Methods for the EnterpriseWithin the predefined payment method types, you can define as many paymentmethods as you require for your enterprise. When you create a payroll you can selectwhich of these methods are valid for employees assigned to that payroll. You select oneof these methods as the default method for the payroll.

Usually, you can select from the payment types cash, check/cheque, and your local directdeposit system, for example, NACHA in the US, BACS in the UK, or BECS in Australia.

Employees can be paid by one or more of the valid methods for their payroll. You selectthe appropriate methods and enter bank account information, if required, in the PersonalPayment Method window. If you do not enter any personal payment methods, theemployee is paid using the default method for the payroll.

You can also define payment methods for third party payments, such as court-orderedwage attachments. Third party payments are always made by cheque/check, so methodsfor these payments must have the type Cheque (Check).


Defining a Payment MethodDefine payment methods for the enterprise in the Organizational Payment Methodwindow.

You can define multiple payment methods for the same type. For example, you mighthave different source bank accounts for payments.

Note: After you define your Payment Methods, you can enter theappropriate methods for each payroll you define.

After you assign an employee to a payroll, you can enter paymentdetails for each employee in thePersonal Payment Method window. Forexample, for employees who work overseas, you may want to recordmore than one payment method with different percentages andcurrencies.

To define a payment method:1. Set your effective date to the date you want to begin using the payment method.

2. Enter a name for the payment method, and select its type.

You can create as many payment methods for each type as you require. Forexample, if you have different source bank accounts for different payrolls, youmust create separate payment methods.

For a third-party payment method, select the type Check.

Canada users:Canada has many specific Bank formats from which you can choose. Ifthe bank you need to use is not listed below, then you need to create a custom design:

• Bank of Montreal

• Bank of Nova Scotia

• CPA Standard 005

• Canadian Imperial Bank of Commerce

• National Bank of Canada

• Royal Bank of Canada

• TD Bank Financial Group

China users:The approved payment method types are:

• Direct Deposit

• Cash

• Cheque

Korea users: The approved payment method types are:

• KR Court Order Payments

• KR Direct Deposit

3. The base currency for the Business Group appears. For some payment methods, youcan select another currency.

4. If this method controls payments to a third party such as a benefits carrier orgarnishment receiver, check the Third Party Payment box.


5. Enter the Bank Details field to open the Bank Details window. Enter informationabout the account from which payments are coming.

If you are using Cash Management, you need to include the following information:

• Account Name

• Account Number

• Type

• Bank Name: if this already exists, enter the name exactly as it appears inAccounts Payable.

• Branch: if this already exists, enter the name exactly as it appears in AccountsPayable.

Warning: You should review the account setup for Accounts Payableprior to defining the Payment Method in Oracle Payroll. You mustenter this information exactly as it appears in Oracle AccountsPayable. If not, you could end up with duplicate accounts. Whatyou enter in Oracle Payroll creates an entry in Accounts Payableif it does not match an existing entry exactly. This error leads toreconciliation issues.

Note: French Payroll users: If you have already saved two or morepayment methods of this type, you can create a payment methodwith no bank details. When the PrePayments process handles anassignment that uses this payment method, it selects one of thepayment methods of the same type that do have bank details to usefor the assignment. This removes the need to maintain personalpayment methods when employee assignment changes require theemployee to be paid from a different source bank account.

6. Enter Further Information if your Oracle localization team has defined extra fields inthis protected flexfield.

Note: US users: The Further Information field is not activated forUS installations.

Note: Saudi users: The Further Information field is enabled to selectthe payment method formula.

7. Select Set of Books to indicate the set of books to use if you intend to reconcilepayments using Oracle Cash Management.

Note: Cash Management may not be set up for your localization.

8. Select GL Cash Account to indicate the cash account to use for the reconciliation ofpayments.

The entry for Description is entered by default, depending on what you enter asthe GL Cash Account details.

9. To use the Journal Entry Line reconciliation feature from the Payroll Bank Accountsin Cash Management, specify a cash account and set of books.


See:Journal Entry Line Reconciliation, Oracle Cash Management User Guide

Note: The set of books specified here should be the same set ofbooks assigned to the following:

• GL: Set of books Name profile Option

See: GL Set of Books Profile Option, Oracle Cash Management User Guide

• MO: Operating Unit Profile option for the Cash Management Responsibility

See: MO Operating Unit Profile Option, Oracle Cash Management User Guide

Note: The organization defined as the Operating Unit for CashManagement must be the same organization defined as the businessgroup. This sets the Org ID to "0", as it must be for the records in theAP_ACCOUNTS_ALL table.

Note: If bank accounts are missing from your Cash Managementresponsibility, correct any problems with the bank accountinformation in the Payment Method window.

Cash Management Setup Steps:The following setup steps must be performed in Cash Management.

1. The Bank Account set up in Payroll can be viewed in Cash Management only if theCash Management Bank Account Security Access Profile Option is set up.

2. The following Transaction Codes need to be set up in Cash Management:

• Payments

• Stopped Payments

• Miscellaneous Receipts

See: Misc. Receipts, Oracle Cash Management User Guide

• Miscellaneous Payments

3. Save your work.

Viewing Statement of EarningsOracle Payroll enables you to view an employee’s statement of earnings (pay advice)without having to run the Pay Advice report.

You do this using the Statement of Earnings window.

There are various ways to access statement of earnings information. The informationthat is displayed may vary depending on whether PrePayments process has been run, orif a payroll run only has been processed.

The information that is displayed in the Statement of Earnings window reflects theinformation in the printed pay advice.

If you are processing Multiple Assignment Payments then the PrePayment Statement ofEarnings will display consolidated earnings and deductions information. The headerinformation displayed on the Statement of Earnings is obtained from the primary


assignment, however if this assignment is not processed then the header informationwill be taken from the first assignment processed in the PrePayment process.

To view the last payroll with PrePayments run against it:From the Assignment window, choose the Others button and select Statement ofEarnings.

You can also view this information by choosing the Statement of Earnings windowin Fastpath.

To view the most recently run QuickPay results:1. From the Assignment window, choose the Others button and select QuickPay.

2. Choose the View Results button and select Statement of Earnings from the ViewResults window.

To view the statement of earnings information without runni ngPrePayments:See: Viewing Assignment Process Results for an Assignment or Viewing AssignmentProcess Results for a Payroll Assignment.

Setting Up Payslip Information and Generating PayslipsYou need to identify any additional information you want to appear on your payslipsusing payslip balances and elements. Once you’ve identified the information to archiveand display, you run your regular payment processes and then generate your payslipfor printing or viewing online.

To set up your payslip:1. Select the payslip balances and elements to be included in your payslips.

See: Entering Payslip Information, Oracle HRMS Enterprise and Workforce ManagementGuide

If you are in the UK, the Netherlands or South Africa, enter the information balancesand elements through the following:

See: Identifying Balances for the Payslip, Oracle HRMS Enterprise and WorkforceManagement Guide

See: Identifying Elements for the Payslip, Oracle HRMS Enterprise and WorkforceManagement Guide

2. You need to enter self-service preference information to indicate you want to viewyour payslip online.

See: Entering Self-Service Preference Information, Oracle HRMS Enterprise andWorkforce Management Guide

3. To configure your online payslip to view through Oracle Self-Service.

See: Online Payslip, Oracle HRMS Deploy Self-Service Capability Guide

Generating the PayslipYou must have completed the payroll runs, prepayments and payment processes prior togenerating the payslip.


4. Run the archive process to gather the latest payroll information.

See: Extracting Information to Appear on the Payslip, page 2- 8

5. You can view the payslip online through Self-Service.

6. Print your payslips in the usual way. Users in the Netherlands and China, runthe payslip report to produce a formatted report ready for printing and sendingout to your employees.

See: Printing the Payslip, page 4-14

Extracting Information to Appear on the PayslipYou run the payslip archive process to extract and gather relevant information to appearon your employees payslip. The archiver accesses the payslip information for the datesyou select, and copies the information across to storage archive tables, where it ispicked up and converted into a format for printing and distributing to employees, orfor viewing online through the self service application.

You should run this process after each payroll period to enable Self-Service, andNetherlands paper users to view their current payslip. You must complete the payrollruns, prepayments and payment processes before you run the payslip archive process.

You run the payslip archiver from the Submit Request window.

To run the payslip archiver:1. Select your country’s payslip archive process in the Name field. If in the

Netherlands, China or Canada select the Payslip Archiver.

US users see: Running the External Process Archive, Payroll Processing ManagementGuide (US)

UK users see: Payslip Generation Self-Service, Payroll Processing ManagementGuide (UK)

South African user see: Pay Advice Generation - Self Service (South Africa), PayrollProcessing Management Guide (South Africa)

2. In the Parameters window, select a payroll name and consolidation set. This selectsthe employees for whom you want to run the report. When you select a payroll, thedefault consolidation set is displayed.

3. Enter the start and end dates for the period of time you want the informationextracted. You typically run this process for the same dates you ran your payroll.

4. Choose the Submit button.


3Payroll Sta tutory Deductions and Reporting

Payroll Statutory Deductions and Reporting OverviewOracle Payroll enables you to calculate employer’s tax liability and deduct theappropriate sums from employee earnings. You can calculate employer and employeetax liabilities for all the taxes and statutory deductions that are applicable to yourcountry. For example, this includes employer liability for state taxes such as StateUnemployment Insurance and employee liability for federal, state and local taxes in theUS, PAYE and NIC in the UK, PAYE and PRSI in Ireland, Social Security, Unemploymentand Complementary Pension in France, Standard and Special tax and Social Insurancein the Netherlands, and so on.

In each instance, Oracle Payroll enables you to enter details of the tax liability andprocess it at regular intervals.

Reporting on Payroll Statutory DeductionsSee Reports and Processes in Oracle HRMS, page B-61

Payroll Statutory Deductions and ReportingOracle Payroll allows you to process tax and insurance deductions for employers andemployees, and helps you comply with the legislative requirements applying to yourorganization.

Is Oracle Payroll flexible enough to calculate different legislative taxes?Yes. Oracle Payroll supports many country specific models of taxation, including thelocal, federal and state tax requirements of organizations operating in the US.

Is the entry of tax details flexible enough to meet my organizational needs?Yes. You can calculate taxes for different types of employer to represent the diversityof your organization. You can also make retrospective adjustments to allow foroverpayments and underpayments.

Is Oracle Payroll capable of processing the latest taxation updates?Yes. The details of taxation policy and social security entitlements are constantlychanging, but Oracle Payroll is always promptly updated so that your processingincludes the most recent updates.

Payroll Statutory Deductions and Reporting 3-1

Can Oracle Payroll transmit PAYE information electronically? (UK only)Yes. EDI allows two-way electronic transmission of documents between the InlandRevenue and employers. Oracle UK Payroll has developed a specified formatted filethat, if used in conjunction with third party software, can be transmitted electronicallyto the Inland Revenue.

Can you record P11D details and submit an annual return? (UK Only)You can use Oracle HR to update your records throughout the year to show all the Class1A National Insurance contributions for which your organization is liable. You can makethis information available to employees so that they can their NI liabilities. You can thengenerate a report to view the final details and you can submit the complete and validatedrecords to the Inland Revenue to comply with all reporting requirements.


4Payroll Pro cessing and Analysis

Payroll Processing and Analysis OverviewUsing Oracle HRMS you can run a payroll, perform post processing on a successfulpayroll, and also make changes and corrections for a payroll that has not completedsuccessfully.

Payroll Processing and Analysis in Oracle HRMSYou can run your payroll as:

• A batch process if you want to include a group of employees in the same run

• A QuickPay process if you want to run a payroll for an individual employee

You can perform all the necessary post processing to generate payment for youremployees once you are satisfied that your payroll run results are correct:

• The PrePayments Process enables you to allocate employee payments between thepayment methods that you have defined.

• The Payments Processes enable you to make automated payments to a bankaccount, generate cheques/checks and report on the amounts paid to youremployees. You can also verify that cheques/checks have been cashed.

• The External/Manual Payments Process enables you to make cash payments or topay employees from external sources.

You can analyze your payroll run results to get early notification of possiblediscrepancies:

• The Payroll Exception report enables you to identify overpayments orunderpayments.

• The Void Cheque/Check Payments Process allows you to cancel a cheque/checkthat was produced in error.

You can use these processes for correcting a payroll run:

• Correction of Run Results: Retries. Retries enable you to correct a payroll runbefore post-processing has occurred.

• Correction of Run Results: Reversals. Reversals enable you to correct a payroll runwhen post-processing has already occurred.

• Correction of Run Results: Rollbacks. Rollbacks enable you to correct a payroll runwithout keeping any record of the original run.

Payroll Processing and Analysis 4-1

You can run these processes to make accurate provision for current payments backdatedfrom a previous pay period, or current payments received in advance for a futurepay period:

• The RetroPay process enables you to retrospectively distribute current payments tothe period in which they were earned.

• The Advance Pay process enables you to pay employees in advance for an absencerecognized by your legislation.

Key ConceptsTo enable you to process and analyze payrolls, you need to understand these concepts:

• QuickPay, page 4- 5

• Continuous Calculation, page 4- 6

• PrePayments, page 4-11

• Retries, page 4-46

• Reversals, page 4-47

• Rollbacks, page 4-46

• RetroPay, page 4-11

• Advance Pay, page 4-32

Reporting on Payroll Processing and AnalysisSee Reports and Processes in Oracle HRMS, page B-66

Payroll Processing and AnalysisThe main purpose of the payroll run is to calculate employee pay correctly at regularintervals. In addition you can perform other payroll processes to ensure accuracy andprovide flexibility for your organization. For example, you can roll back a payrollrun when you want to carry out a test run without keeping any record of it havingtaken place. You can also run a RetroPay process when you want to make retrospectiveadjustments to allow for backdated pay awards.

Does Oracle Payroll enable you to run part payrolls?Yes, Oracle Payroll enables you to run part payrolls. This is useful in each of the followingcircumstances where you do not want to process a payroll for the entire organization.

Calculating Pay for an Individual Employee

If an employee leaves the company before the end of a payroll period, you will need tocalculate the individual pay entitlement.

You may also want to calculate individual pay to check the details for an employeebefore starting a payroll run for all employees.

Specifying What Details You Can Include in a Payroll Run

You may want to specify that only particular types of earnings or particular categories ofemployee should be included in a payroll run.


Can you verify that a payroll run has completed successfully?On completion of a payroll run you will need to verify that the run completedsuccessfully. You can display run messages and view latest balances and assignmentlevel results. You may also need to have relevant information grouped by topic inreport format so that you can review the outcome of processing. Payroll runs can bemonitored through the Payroll Progress Monitor, enabling you to view the name of therun and the percentage/time of completion.

Can you make adjustments after a payroll run has completed?Oracle Payroll enables you to make each of the following types of adjustment whena payroll run has completed.

• Addition of late entries that were not included in the initial run

• Corrections to details that were wrongly entered in the initial run

• Retrospective distribution of current payments to the period in which they wereearned

When you have made these corrections and modifications you can then run the payrollagain. However, you do not need to rerun the entire payroll. Oracle Payroll will onlyreprocess those items that were incorrect in the initial run.

Can you produce payment and costing information from a completed payroll run?Oracle Payroll enables you to use the results of a payroll run to allocate payments toyour employees, and to provide costing information.

Ensuring that Employees are Paid by the Correct Payment Method

When a payroll run has completed you need to pay each employee according tothe payment methods that you have specified. You may also need to override thepredefined payment methods where employees are receiving special payments such asbonuses, which may not be paid by the usual methods of payment. You also have theability to pay an employee, who has multiple assignments within your organization, aregular single payment.

Ensuring that Costing Information Can be Provided

On completion of a payroll run you may need to distribute the associated costs acrossparticular cost centers. For information on this, see: Cost Analysis Overview, OracleHRMS Enterprise and Workforce Management Guide

Can Oracle Payroll run payroll processes throughout a payroll period?Yes, the continuous calculation process enables you to process static employee datathroughout the payroll period, leaving you extra time for validation and correction atthe end of the payroll period.

What if you want to know how much gross pay is required to produce a given net amount?Where employers have agreed to pay tax on a known fixed net payment, Oracle Payrollcan calculate the gross amount that employees must receive in order to meet alldeductions and still receive the correct net amount. This is referred to as Net-to-Gross


processing, and the calculations that derive the correct gross amounts are referred to asGrossups, provided that the feature is enabled in your country.

Can you process external and manual paymentsYes, Oracle Payroll enables you to make external and manual payments


The Payroll Run

Process Part of a Payroll

Assignment SetsOccasions when you need to use assignment sets for the payroll run include thefollowing:

• You need to process the night shift earlier than the rest of the payroll as they mustreceive their pay advices the night before the rest.

• You need to process a correction run, as entries were not received in time for thenormal run and the overtime must be paid this period.

• You want to process an additional run for a long service award which the enterpriseis presenting as a cheque/check to each qualifying employee.

To fulfil these requirements you can select from a range of assignments as follows:

• Include all assignments

• Include or exclude individually identified assignments

• Include or exclude certain groups of assignments, by using a formula

Element and Distribution SetsIn the normal run you would want to include all elements, but for a long serviceaward bonus you would want to include only the bonus element and the statutoryelements. You first calculate gross pay for ascertaining the gross amount to transfer intothe payroll account. Then you complete the gross to net calculation.

You can select element sets as follows:

• Include all elements

• Include or exclude individually identified elements

• Include or exclude classifications of elements.

If you are creating a Run set for US payroll, then you will need to explicitly add theVERTEX recurring element to your element set.

The predefined elements for Oracle Payroll are processed for every payroll run inwhich they have been included. The deductions are recalculated using the periodtotals, the amount already paid in previous runs is deducted, leaving the remainder asthe deduction for the new payroll run.

QuickPayQuickPay enables you to carry out payroll processing for individual employees. You canuse QuickPay to pay employees who are leaving and who require payment by cash orcheque/check. If an employee asks what their net pay will be this month, you can runQuickPay to find the answer, then roll it back to remove all results from the database.


QuickPay: Two Options for PrePayments:

Once the QuickPay run has a status of Complete, you have a choice of two optionsfor post-run processing.

• Include the QuickPay in the batch prepayments processing for the assignment’spayroll.

Choose this option if, for example, you have a new employee who joins after thepayroll run for the current period has taken place. Instead of rolling back the wholepayroll and resubmitting it with the new employee added, you run QuickPayinstead so that you can include the new employee in the consolidation set for batchprepayments.

• Start the PrePayments process from the QuickPay window, if necessary overridingthe default payment method.

Choose this option if, for example, an employee is leaving and is waiting to bepaid by cash or cheque/check.

Troubleshooting QuickPay: Concurrent Manager

When you start the QuickPay process, the screen freezes, and you cannot delete orupdate the QuickPay definition until the process completes.

You may receive one of the following error messages:

The process has not started

This means either that the concurrent manager has not been started, or that there areother requests of a higher priority. Ask your system administrator to start your requestor change its priority.

The process has started but has not finished

Ask your system administrator to investigate the reason for this.

Continuous CalculationContinuous Calculation enables you to distribute your payroll processing throughout apayroll period. You can run processes such as the payroll run, prepayments steps, andcosting, which deal with predominantly static employee data, at the start of the payrollperiod, leaving more time for validation and correction of changed data.

Continuous Calculation works by using triggers. You define triggers and events whichinform the system when data has changed. For example, if an employee receives abonus, the corresponding event is triggered. When you subsequently run the ContinuousCalculation process, the system identifies these triggers and marks the correspondingpayroll processes (for example, the payroll run) to be repeated. The affected processesare repeated in a batch process which can be run as often as required. You define thefrequency of the batch process when you run the Continuous Calculation process.

Starting a Payroll RunYou start a payroll run in the Submit Requests window.

To run a payroll:1. In the Name field, select the name of your payroll run process.


UK users: select Payroll Run UK.

French users: select Payroll Run (France).

Irish users: select Payroll Run IE.

Other users: select Payroll Run.

2. In the Parameters window, which opens automatically, select the payroll.

Select the default consolidation set name for the payroll then select the currentpayroll period display.

3. Select a new consolidation set for the run if required.

Use the consolidation set to control post-run processing of the results.

4. Select the payroll period for the run.

5. Select an element set and assignment set if required. If you are running a USpayroll, make sure that you have included the VERTEX seeded recurring elementin your element set.

6. If your legislation supports Regular and Supplemental runs then select R for aRegular run or S for a Supplemental run.

7. You can optionally enter a message to appear on the statements of earnings for thisrun if your SOE is designed to support such a message


Setting Up Continuous CalculationTo set up your system for continuous calculation:

1. In the Table Event Update window, check that the events are defined for the tablesyou require for continuous calculation.

If the table has already been defined but the required event is missing, create eitheran Update, Delete, or Insert event and enter the table column to which the eventrefers. Select the change type defined by the event.

2. If the tables you require for continuous calculation have not been defined in theTable Event Update window, define them now in the Table Event Updates window.

See: Making Table Event Updates, page 5- 6

3. In the Functional Area Maintenance window, choose the Incident Register functionalarea. Make sure that your triggers are included in this functional area. If yourtriggers are not included, insert them.

You can also activate the triggers according to legislation or business group. Formore information, see Grouping Dynamic Triggers into Legislative FunctionalAreas, page 5- 5 .

Note: When you save a single trigger, this has the effect ofregenerating all triggers contained in the same package.

4. Run the Continuous Calculation process from the Submit Reports and Processeswindow.


Running the Continuous Calculation ProcessThe Continuous Calculation process enables you to process static employee datathroughout a payroll period.

You run the Continuous Calculation process from the Submit Requests window.

To run continuous calculation:1. Enter Continuous Calculation in the Name field of the Submit Requests window.

2. Select a payroll.

3. Schedule your process.

You can choose how often you want to run the continuous calculation process, forexample, you can run the process every day, every week, or on specific days.


Running QuickPayYou navigate to the QuickPay window from an employee assignment.

To define a QuickPay run for an employee assignment:1. Set your effective date to the day you want to make the QuickPay payment.

The Payroll Period displays for the date selected, and the Date Paid and DateEarned for this period also display. Date Paid is the regular payment date foryour legislation. You can update the Date Paid field, but only to another period’sregular payment date.

Note: If you select an effective date for which there is no validpayroll period, all three fields remain blank. You cannot select aneffective date earlier than the start date of the parent record - theemployee assignment.

2. Select a consolidation set.

The default is the consolidation set for the assignment’s payroll.

Note: The Number field remains blank and the status field remainsset to Unprocessed until the QuickPay run process is completed.

3. If your legislation makes use of run types, select the run type for this QuickPay.

4. Enter a pay advice date and message if required. These fields are for informationonly.

5. Save your QuickPay definition.

Note: All assignment processes for the assignment’s payroll musthave a status of Complete for you to save the definition. If not, yousee an assignment interlock failure message. Check the status of theassignment processes in the Assignment Processes window, anddelete, roll back or rerun any non-Complete processes.


If the QuickPay Run itself displays In Error or Marked for Retry, choose the RetryRun button to run the process again.

To execute a QuickPay run for an employee assignment:1. Choose the Element Selection button if you want to check or verify element entries

for the QuickPay run. All the elements for the assignment that exist as of DateEarned are listed in the Element Selection window. Select or clear the Include in Runcheck box for elements you want to include or exclude from the run.

2. You can choose the Entry Values button to view entry values for each element.

Note: You cannot create, update or delete entries or entry values inthe Element Selection and Entry Values windows. You can onlyselect or clear the Include check box for entries.

3. Choose the Start Run button to run the QuickPay process.

You run QuickPay from the QuickPay window, not from the Submit Requestswindow. You can view the status of the run in the View Requests window. Ifnecessary, you can then mark it for retry or roll it back either from the QuickPaywindow or the Payroll Processes window.

When the run is processed, the Status and Number fields in the QuickPay Run blockdisplay values for the run as follows:

• Number: Numbering is consecutive, starting from 1, for each QuickPay runin a payroll period. There is a separate series for each separate payroll. Thenumbering restarts from 1 for each successive period.

• Status: Values displayed for processed QuickPay runs are Complete, InError, Mark for Retry. You cannot enter or update values directly in thisfield. Choose the Retry Run button to rerun the QuickPay process for runswith the status In Error or Marked for Retry.

Running the Generate Run Balances ProcessRun this process when you want to recalculate run level balance values that may havebecome invalid, such as through changes to historical data.

You run this process in the Submit Requests window.

To run the Generate Run Balances Process :1. In the Name field, select the process name. Then enter the Parameters field to

open the Parameters window.

2. In the Parameters window, optionally enter a start date from when you want runbalances recalculated. If you do not enter a date, the balances will be recalculated forthe entire life of the balances.

3. Select a mode to determine which balances to include. There is no specific timerequired to run these, such as once a month. All Invalid Balances is likely to be runmost often, with Single Balances and All balances run as required. You can choosefrom the following:

• A Single Balance

• All Invalid Balances


• All Balances

If you select Single Balance mode, the Defined Balance field becomes active.

4. The Defined balance field is only enabled if Single Balance mode is selected from theMode field. Select the option that shows the route for retrieving balance values, evenif its status is Invalid.

5. Select a balance level to determine which balances are to be recalculated. Thefollowing is the complete list of balance choices available, depending if enabledfor your localization.

• Assignment

• Group

• Assignment and Group



Post Processing for a Payroll

Post-Processing for a Payroll

PrePayments ProcessWithin Oracle Payroll the PrePayments process enables you to select a payment methodto pay your employees. You can distribute employee pay over more than one methodusing either a percentage or monetary split.

You can override the PrePayments process. For example, suppose you have run thenormal payroll run and made payments via one payment method. You then have to runsupplementary payments for some employees and pay them by a different paymentmethod. The PrePayments process, having distributed the regular payments overthe payment methods entered, allocates the supplementary payments to the overridemethod.

Cheque/Check Writer ProcessRun the Cheque/Check Writer process to determine the generation of cheques/checksfor a specified payroll and consolidation set over a specified time period.

You can generate contiguous serial numbers for cheque/check printing, and you canuse this feature to account for cheque/check stationery used during the cheque/checkprinting process. If you do this, you also need to take into account the cheques/checksyou use to carry out the alignment of your printer.

A sample cheque/check report is supplied with the Cheque/Check Writer process. Youcan customize this report, or add your own cheque/check style to meet your enterpriserequirements.

Oracle Payroll provides automatic cheque/check numbering for the Check Writerprocess. You can keep track of cheque/check numbers when you process multiplecheques/checks per day.

Note: Your System Administrator can enable the HR: DefaultCheck/Cheque Number Method profile which enables you to use theautomatic check/cheque numbering process.

See User Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

Void Cheque/Check Payments ProcessRun the Void Cheque/Check Payments process when you want to void cheques/checksyou have issued using Oracle Cheque/Check Writer. You may want to do this if thereis a printing error or if the cheques/checks you print are afterwards lost. The processcancels the cheques/checks issued, records details of the cancellation, and enables youto give a reason for cancelling.

External/Manual Payments ProcessUse the External/Manual Payments window to record cash or cheque/check paymentsto employees from external sources or petty cash. The window enables you to recorddetails of each payment.


Data Locks for Payroll ProcessesData locking is a mechanism that enables you to protect your data from unwantedupdates. For example, if you are running a monthly report at the end of each month, thedata contained in the report has to remain unchanged while you are generating andreviewing the report.

Data Locks: Automatic or User Selectable

AutomaticSome payroll processes automatically lock your data and you do not need to take anyadditional action to apply a lock. For example, whenever you run the prepaymentsprocess, your data is automatically locked against update while the prepaymentsprocess completes.

User Selectable

Some payroll processes do not apply a lock automatically, but do provide you with theoption of selecting a process to apply a lock. Where this is the case, the lock process canusually be selected from the Submit Requests window for your legislation.

For example, if you are using Oracle Payroll for Ireland you can select the P30 DataLock process which specifies a date at which you want to lock the P30 monthly reportbefore generating the report output. By applying the data lock you also maintains thelock date as a historical record so that you can be confident that subsequent monthlyreports start from the correct point.

Data Locks: Rollbacks Can Override ThemYou should also be aware that some payroll post-processes can override any data locksthat you have established. Oracle Payroll does not provide validation to preventthis, since it is a legitimate action that you may need to perform. For this reason werecommend that you should always refer to the individual topics in Oracle ApplicationsHelp before attempting to work with user selectable data locks.

Running Post-Run Processes for QuickPay

To run PrePayments and other processes from the QuickPay win dow:1. Choose the Start PrePayments button. If required, you can override the default

payment method for the assignment. You have a choice of Cash or Cheque/Checkfor prepayments run from the QuickPay window.

The status for the completed process displays in the Status field in the QuickPayPrePayment block.

2. When a status of Complete displays, do one of the following:

• Choose the External Payment button to make payment by cash or cheque/checkfrom the External/Manual Payments window.

• Leave the payment to be made by a batch Cash or Cheque/Check Writer processfor the consolidation set.


Note: If you have already included the QuickPay run in the defaultconsolidation set for the assignment payroll, it can take part in thebatch PrePayment process for the payroll without further action onyour part.

Viewing Payroll Process Results

To view, retry or roll back payroll processes:1. Select the name, period dates and action type of the payroll you want to view

results for.

If you leave the Period To field blank, the end date in the Period From field becomesthe end date for the query. If you run the query directly without entering payroll orperiod details, the window displays all payroll process results for all payrolls inthe Business Group.

2. Choose Find.

The window displays details of all payroll processes for the payroll and periodselected. See below for further display details.

3. To mark a payroll process for retrial, select the Retry check box for the record. Youcan then run the Retry process from the Submit Requests window.

4. To monitor the progress of a payroll run, select the record and choose the ProcessInfo button. This activates the Payroll Progress Monitor, allowing you to view thename of the run currently processing and the percentage/time of completion. Youcan update these details through the Refresh button or check the Automatic Refreshbox to enable changes to display as they occur.

5. To roll back a payroll process, select the record and choose the Delete Recordicon. This deletes the process from the database and returns all values to theirformer state.

Note: Use the Payroll Processes window to roll back small processesonly. It is better to roll back large processes such as payroll runsfrom the Submit Requests window. This runs the process underconcurrent manager control, freeing you to carry out other tasksduring processing and handling the process more quickly. You canalso run processes for assignment sets in Submit Requests.

6. To see further information about the assignments making up the payrollprocess, select the record and choose from the buttons at the bottom of thewindow. Information then displays for the records you select.

• Assignment Process: Lists details of the assignment processes making upthe payroll process.

• Message: Displays any system messages relating to the payroll process.

• Process Information: Summarizes processing status information for theassignment processes.

• Concurrent Manager: Enables you to query details of the run to view logfile details.

• Costing Breakdown: Summarizes costing process information as follows:


• Costings that were correctly costed (Normal Number)

• Costings posted to the suspense account

Note: Costings can be posted to the suspense account if costingcodes are wrong or, for example, values missing for distributedcosting. Such costings still have a status of Complete. Forcosting processes to be given a status of Error there must be aserious breakdown at system or process level.

• Reconciliation Details Allows you to see whether a specific payment has beencleared by the system. One of the following statuses will be displayed:

• Cleared

• Uncleared

• In error

You can also see the messages produced by the reconciliation process.

Printing the PayslipYou can generate your payslips to be printed and distributed to your employees using areport that picks up the payroll information you extracted previously through the paysliparchive process, and converts it into a formatted file ready for printing. The payslipconsists of a header and a body section, with the information you enter in the Parameterswindow appearing on the header page and the payslip figures in the main body.

You run the payslip report from the Submit Request window.

To run the payslip report:1. Select your country’s payslip report in the Name field.

• Users in the Netherlands should select the Dutch Payslip Report.

• Users in China should select the Pay Advice (China) Report.

2. In the Parameters window, enter the start and end dates for the period of time youwant the report to cover. You run the report for the same period as the payslipinformation extracted by the payslip archiver.

3. In the Parameters window, select a payroll, consolidation set and assignmentset. This selects the employees for whom you want to run the report. Selectinga payroll overrides the consolidation set and processes the report only for theselected payroll. You can opt to select just a consolidation set, but cannot do thesame with the assignment set.

4. The Sort Order fields that appear on the header section of the payslip enable youto divide the payslips into areas of your choice. For example, the current defaultsdivide the payslips into Person Info 1(Employer), Organization and Full Nameareas. You can change the default values that appear by selecting another item fromthe list of values, selecting information about Additional Employee Details, AddressDetails, Payroll Information and Employee Details.


6. Choose the View Output button to view or print the payslip report file.


Running the PrePayments ProcessRun this process when you want to do one of the following:

• Distribute employee pay over more than one payment method using either apercentage or monetary split. You define the amount or percentage to be paid byeach method for each employee in the Personal Payment Method window. Youcan also indicate that payment methods should take account of run types andrun types at personal level.

• Override the default payment methods. For example, you may need to run asupplemental payroll for which the distribution between payment methods will bedifferent from that specified for the regular run. When you override the defaults, thepayments for the supplemental run only are distributed according to the overridepayment method that you specify.

• If Multiple Assignments is enabled for your Payroll, the PrePayments processcreates one regular cheque for all assignments and one cheque for each separatepayment. Assignments must be included on the same payroll in the same payrollperiod or they will not be included.

Note: The Net Pay from each assignment is deposited into the paymentmethod account for the primary assignment unless the primaryassignment is not processed. If it is not processed and the secondaryassignment does not have a personal payment method, the employeereceives a cheque.

You run this process from the Submit Requests window.

To run the PrePayments process:1. In the Name field, select PrePayments.

2. In the Parameters window, select the name of the payroll or consolidation set to runthe process for. When you select a payroll, the default consolidation set is displayed.

3. Enter the start and end dates of the time span for the prepayments processing tocover.

4. If required, enter an override payment method. The method you select overrides allother payment methods for this processing.

5. Choose OK.

6. Choose Submit

Running the Cheque/Check Writer ProcessYou run the Cheque/Check Writer process from the Submit Requests window.

To run the Cheque/Check Writer process:1. In the Name field, select Cheque/Check Writer.

Irish Payroll: select IE Cheque Writer

2. In the Parameters window, select the name of a payroll or consolidation set. Whenyou select a payroll, the default consolidation set is displayed.

3. Enter the start and end dates for the process.


4. Enter your cheques/checks payment method.

5. Enter the sort sequence for the cheques/checks This defaults to Organization, thento Person.

6. Enter your cheque/check style. If you enter Default, this selects the samplecheque/check report, PAYRPCHQ.

7. Enter the first cheque/check number of your cheque/check sequence in the StartCheque/Check field. If required, you can enter the last cheque/check number inthe End Cheque/Check Number field.

Note: If your system administrator has enabled the automaticcheque/check numbering process, Oracle Payroll automaticallyprovides the cheque/check number. (US and Canadian payrollonly).

See User Profiles, Oracle HRMS Configuring, Reporting, and System AdministrationGuide


Running the Void Cheque/Check Payments ProcessVoid Cheque/Check Payments is a payroll process and for every cheque that is voidedOracle Payroll creates a corresponding assignment process.

You run the Void Cheque/Check Payments process from the Submit Requests window.

To run the Void Cheque/Check Payments process:1. In the Name field, select Void Payments.

South African Payroll: select Void Cheque Payments (South Africa)

2. In the Parameters window, select the payment run for Cheque/Check Writer thatyou want to void.

3. Enter the date on which you want to void the cheques/checks. The default isyour system date.

4. Enter, optionally, a reason for voiding the cheque/check issue.

5. Enter start and end numbers of the cheque/check sequence you are voiding. Forsingle cheques/checks, enter the cheque/check number in both fields.

Reissuing a Voided Cheque/CheckOnce a cheque/check has been voided, you may wish to reissue the cheque/check, eitherwith the same amount, or with a different amount.

To reissue a voided cheque/check with the same amount:1. To verify that the void has been processed, select the employee in the Employee

Assignment Processes window. For the process that originally produced thecheque, VOID will appear in the Status Column.

2. Run the Cheque/Check Writer process again. A new cheque/check will be producedwith a new number.


3. If you want to verify the process, select the employee in the Employee AssignmentProcesses window. The number of the original prepayment will be in the AppliedColumn of the latest process.

4. Run the Void Payments Report any time after the void has beenprocessed. See: Running the Void Payments Report, page 4-17

To reissue a voided cheque/check with a different amount:1. Reverse the cheque/check that you have voided in the Reverse Payroll Run

window. See: Correcting Run Results: Reversals, page 4-49

2. Enter the new amounts to be paid in the Salary Administration, or Element Entrieswindow as appropriate.

3. Run QuickPay for the new amounts that is to be paid to the employee. See: RunningQuickPay, page 4- 8

4. Run the PrePayments process. See: Running Post-Run Processes for QuickPay,page 4-12

5. You can now do one of the following:

• Manually issue the cheque/check. See: Making External/Manual Payments,page 4-18

• Run the Cheque/Check Writer process again.

6. If you want to verify the process, select the employee in the Employee AssignmentProcesses window. The number of the original prepayment will be in the AppliedColumn of the latest process.

7. Run the Void Payments Report any time after the void has beenprocessed. See: Running the Void Payments Report, page 4-17

Running the Cheque Listing ReportThe Cheque Listing report shows the details of the cheque numbers issued and enablesemployees to sign for their cheques.

You run this report from the Submit Requests window.

To run the Cheque Listing report:1. Select Cheque Listing in the Name field.

Irish Payroll: select IE Cheque Listing

2. Select the payment run for which you want to show cheque details in the Parameterswindow.

3. Select the sort order for this report.


Running the Void Payments ReportRun the Void Payments report when you want to show details of cancelled cheque/checkpayments.

You run this report in the Submit Requests window.


To run the Void Payments report:1. In the Name field, select Void Payments Report

Irish Payroll: select IE Void Payments Listing

2. In the Parameters window, enter a start date and an end date for the report.

3. Select a payroll and /or consolidation set if you want to restrict your informationby these parameters. US users can optionally select a GRE at this point. If youleave these fields blank the report will return information on all payrolls for theperiod chosen.


Making External/Manual PaymentsYou often make manual payments following QuickPay runs. To do this, you cannavigate to the External/Manual Payments window either from the Assignmentwindow or the QuickPay window.

To make a manual payment by cash or cheque/check to an employe e:1. Run a query in the Payment Method field to see a list of any unpaid cash or

cheque/check payments for the current assignment.

The window displays each prepayments source type (either PrePayments orQuickPay PrePayments) and its effective date.

Note: If you enter the External/Manual Payments window fromthe QuickPay window you can query unpaid payment methodsassociated with the current QuickPay PrePayment only. TheEffective Date and Type fields do not display as the source typeis always QuickPay, and the date is the same as the date of theQuickPay run.

2. Select the Pay check box for the payment methods you are now going topay manually. Enter the value of the payment and, if you are paying bycheque/check, the cheque/check number.

3. Save your entry.


RetroPay Processing

RetroPay Processes Available in Oracle Payroll

Summary of Available RetroPay ProcessesYou run the RetroPay process to make adjustments for retrospective changes thatoccurred in a previous pay period. You typically make such adjustments when:

• Employees receive a backdated pay award.

• The payroll department receives late notification of changes to element entriesthat should have changed in the past.

Although Oracle Payroll provides several RetroPay processes, you can only use thesingle process enabled for your localization. RetroPay by Element is the recommendedprocess for most localizations.

For reference purposes, however, this table explains the purpose and availability ofeach RetroPay process.

RetroPay Process Description Example Availability

RetroPay by Element Enables you to seehow backdatedchanges apply toindividual elements

Generates oneoccurrence of theRetroPay element foreach element withinthe period when theactivity should havebeen processed.

Recommended forall localizations, andrequired if you wantto use the latestenhancements toRetroPay that enableyou to apply differentprocessing rules toback payments andcorrections.

RetroPay by Run Enables you to seehow backdatedchanges apply toindividual payperiods

If an employeereceives a Marchsalary increase of 300backdated to Januarythen you can seemodified statementsfor January, Februaryand March.

Not recommendedunless yourlocalization has aspecific businessrequirement for RetroPay by Run.

RetroPay (byAggregate)

Enables you to seeonly a single total forbackdated changesacross several payperiods

If an employeereceives a Marchsalary increase of 100per month backdatedto January, thenyou can only seethe total backpayof 300 rather thanindividual statementsfor January, Februaryand March.

No longerrecommended

Note: This is theoriginal versionof RetroPay forOracle Payroll.You will probablyfind it referred toas RetroPay in theSubmit Requestswindow ratherthan RetroPay byAggregate.


General Features of All RetroPay ProcessesEach of these RetroPay processes reruns the payroll calculations for all the periodsaffected by the retroactive change. This payroll processing is held in memory only andthe results are not saved to the database. Instead, the system calculates the differencebetween the original results and the results using the new information.

This recalculation feeds into a pay balance that you choose. If the changes affect multipleelements or rate values, you may want to recalculate Gross Pay YTD. Alternatively, youmay want to recalculate the balance for a single element, for example, Regular SalaryYTD. Another option is to define a new balance and to recalculate for a specific setof elements that feed that new balance.

Implications of Migrating Between RetroPay ProcessesOnly one of the three RetroPay processes can be in effect at a given time. Forexample, you cannot have both RetroPay by Element and RetroPay by Run operatingsimultaneously. Additionally, you cannot run one RetroPay process over data on whicha different category of RetroPay has already run. For example, if your localization hasmoved from RetroPay by Run to RetroPay by Element, this means that you will not beable to use RetroPay by Element on data previously processed in RetroPay by Run.

RetroPay Key Concepts

Retro-Notification to Identify When Something Has ChangedUnless you already know about particular changes with retrospective impact it can bedifficult to identify all the changes in former payroll periods that have a backdated effecton your current payroll. Oracle Payroll therefore provides a Retro-Notifications report toinform you of unprocessed backdated changes.

Depending on the version of the Retro-Notifications report enabled for yourlocalization, you can save your summary of backdated changes into either an assignmentset or an event group.

Be aware that

• The Retro-Notifications report does not perform any processing. It simply identifiesretrospective changes so that you can decide whether to include them in yourRetroPay process:

• Retrospective changes are only reported once on the Retro-Notifications report. Ifyou choose not to process these changes, they do not reappear on subsequentRetro-Notifications reports.

The Retro-Notifications report enabled for your localization may use the Payroll EventsModel to detect and summarize retrospective changes. The Payroll Events Modelenables you to identify what changes have been made to your underlying data. If thesechanges correspond to the retrospective types of change that you want to be notifiedabout, then these changes appear on the Retro-Notifications report.

The Retro-Notifications report and the Payroll Events Model require preliminarysetup by your Database Administrator. For details, see Setting Up Retro-Notificationand RetroPay, page 4-22


RetroPay Status to Decide How to Process The ChangesOnce you have run the Retro-Notifications report to identify unprocessed retrospectivepayments, you can then determine how you want to process these changes. Yourlocalization may require retrospective payments to be processed with specificinstructions. Provided that you meet these legislative requirements, you can modifyeach of the following:

• Status - this determines if your retrospective payments will be processed in thenext RetroPay run.

• Recalculation Reason - this enables you to differentiate between different types ofretrospective payment, for example, backdated payments and corrections.

For further details on the status conditions and recalculation reasons, see ViewingRetroPay Status and History, page 4-28

RetroPay by Element to Make Your Processing More PreciseRetroPay by Element already enables you to distribute retrospective payments acrossindividual elements. Your localization may also have installed the latest enhancements toRetroPay by Element, sometimes referred to as Advanced, or Enhanced RetroPay. Theseenhancements introduce greater precision into RetroPay by Element. For example, youcan decide whether each retrospective payment requires

• A full reprocessing in which you recalculate all amounts for the current payroll. Thisis typically the case when you are processing backdated payments, or whenyou want taxation for backdated amounts to be paid in the period when it wasearned, rather than in the current payroll period.

• A limited reprocessing in which you recalculate only some of the amounts for thecurrent payroll. This is typically the case when you are processing corrections, orwhen you want taxation for retrospective changes to be paid in the current payrollperiod rather than in the period when it was earned.

Oracle Payroll describes each different type of RetroPay by Element run as acomponent. For example, you could set up a component Earnings Correction for theelement Basic Salary. A component always has:

• A name (for example, Earnings Correction)

• A Reprocess Type (Static, Partial Reprocess, Reprocessed Correction) to determinehow the component is processed.

You may also be able to attach Element Spans to your selected element. You use anelement span to provide a start date and an end date for retrospective processing.

For a description of how to set up RetroPay processing to include all of the key conceptsmentioned in this topic, see Setting Up Retro-Notification and RetroPay, page 4-22

Understanding the Sequence of Your RetroPay ActivitiesYou can make it easier to process retrospective payments by setting up aRetro-Notifications report to alert you to changes with retrospective impact. When youView RetroPay Status you can also make a selection of those notified changes anddecide how and when to process them.

Note: This only applies if you are using RetroPay by Element, or theversion of RetroPay sometimes referred to as Advanced or Enhanced


RetroPay. For a summary of the various RetroPay processes, seeRetroPay Processes Available in Oracle Payroll, page 4-19

This is an outline of the sequence of events when you are processing retrospectivepayments with RetroPay by Element.

1. Run the Retro-Notifications Report

You do this to identify what retrospective changes have occurred.

For details of how to identify your changes, see Running the Retro-NotificationsReport, page 4-30

2. View RetroPay Status and History

You do this to review the current status of assignments that have retrospectivepayments, and specify how you want to process those assignments.

For details of how to how to determine the processing of outstanding retrospectivepayments, see Viewing RetroPay Status and History., page 4-28

3. Run the RetroPay Process

You do this so that Oracle Payroll can make retrospective adjustments forthe combination of changes identified on the Retro-Notifications report, andsubsequently modified when viewing RetroPay status.

For details of how to process retrospective payments, see Running the RetroPayProcess, page 4-27

4. Verify Your RetroPay Results

When you have run the RetroPay process, verify your results and correct any errors.

5. Run Your Payroll

Finally, run your payroll to reflect the adjustments that have been made for theretrospective payments.

Setting Up Retro-Notification and RetroPayFollow this process to set up the Retro-Notification report, and the correct RetroPayprocess for your payroll.

1. Enable the Retro Components Button

If you intend to use Advanced or Enhanced RetroPay, check that the RetroComponents button appears on the Elements window. This button is available fromthe Recalculation tab of the Element window. If it has not set up, your localizationteam will need to implement the legislation rule ADVANCED_RETRO.

2. Set Up the RetroPay Component

The RetroPay component determines the default style of RetroPay processing foryour localization. For example, you might want to specify that your default styleshould be Tax When Paid, rather than Tax When Earned.

You can use either of the following methods to set up your RetroPay component:


Method How To Advantages

Set Up the Organization DFF From the AdditionalOrganizational Informationwindow:

1. Select RetroComponent Usages

2. Select the Tax Area

3. Enter a Retro Style,for example, TaxWhen Paid.

4. Enter an EffectiveStart Date.

5. Enter an EffectiveDate

6. Choose OK toconfirm yourchoices.

If all employees have theirretrospective paymentsprocessed in the same style,this is a quicker alternativethan setting up details atthe element level for eachassignment.

Even if you choose thismethod of default setup,that does not prevent youfrom making changes forindividual assignmentswhen you view RetroPaystatus.

Set Up Retro Componentsand Spans at Element Level

From the Element window:

1. Query the element.

2. Choose theRecalculationtab.

3. Choose the RetroComponents button

4. Select aRecalculationReason

5. Select a ReprocessType

6. Select an ElementSpan to indicate thestart date and enddate on which youwant to report.

You can modify entries atelement level if you wantto make exceptions forparticular assignments.

Note: Your localization may advocate one of these as the preferredmethod.

3. Set Up the Retro-Notifications Report

You can determine whether a retrospective change in Oracle Payroll should benotified on the Retro-Notifications report. You do this primarily by setting up anevent group to contain all the retrospective change events that you wish to capture.

For a full description of how to control what will be included on yourRetro-Notifications report, see Setting Up the Retro-Notification Report, page 4-24


4. Set Up Your RetroPay Process

Although RetroPay by Element is the recommended RetroPay process for mostlocalizations, you may need to set up an earlier version of RetroPay such as RetroPayby Run, or RetroPay (by Aggregate).

For details of how to set up the RetroPay process for your payrolls, see SettingUp Your RetroPay Process, page 4-25

Setting Up the Retro-Notification ReportYou use the Retro-Notification report to identify any changes that have a retrospectiveeffect for payrolls that you have already run. You can define the types of change that areof interest to you by setting up an event group to specify the changes. This involveseach of the following setup steps:

To enable dynamic triggers:1. Navigate to the Dynamic Triggers window

2. Enable any dynamic triggers that are generated. It is important to enable thesetriggers to ensure your payroll processing updates each database table correctly. Therecommended minimum list of triggers to enable for the Retro-Notification report isas follows:

Table Name Trigger Type

PAY_ELEMENT_ENTRY_VALUES_F Update

PAY_ELEMENT_ENTRIES_F Update

PAY_ELEMENT_ENTRIES_F Insert

PAY_ELEMENT_ENTRIES_F Delete

To define an event group:1. Navigate to the Table Event Group window.

2. Enter a name for your Event Group, for example, Retro-Notification Events.

3. Select Retro as your event groups type.

4. Save your entries.

5. Select the events that will produce notification if retrospective changes occur. Thismeans that you should specify each of the following to identify the type of updateand the database table to which it applies::

• Update Type

• Base Table Name

• Column Name

For example:


Update Type Table Column Name

DateTrack Correction PAY_ELEMENT_ENTRY_VALUES_F

SCREEN_ENTRY_VALUE

DateTrack Update PAY_ELEMENT_ENTRIES_F

EFFECTIVE_START_DATE

DateTrack Update PAY_ELEMENT_ENTRIES_F

EFFECTIVE_END_DATE

DateTrack End Date PAY_ELEMENT_ENTRIES_F

DateTrack Insert PAY_ELEMENT_ENTRIES_F

DateTrack Delete PAY_ELEMENT_ENTRIES_F

To enable the Incident Register:1. Navigate to the Functional Area Maintenance window.

2. Query the Incident Register and ensure that you have triggers defined.

3. Decide whether to capture the triggers by legislation, business group, orpayroll. Navigate to each tab to make your selection.

Setting Up Your RetroPay ProcessYou can only use one of the three available RetroPay processes.

RetroPay by Element is the recommended RetroPay process for most localizations, andis required if you want to take advantage of the features which your localization maydescribe as Advanced or Enhanced RetroPay. However, your localization may have abusiness requirement to use one of these older RetroPay processes instead:

• RetroPay by Run.

• RetroPay (by Aggregate)

This topic explains how to set up each of the three RetroPay processes, beginning withRetroPay by Element.

To set up RetroPay by Element:1. Create the retroactive element. The recommended settings are:

• Non-recurring

• Multiple entries allowed

You can then view this element in the RetroPay field of the Element Descriptionwindow. By default, retroactive elements are created with the same name as theelement that they represent, but you can change this name for user-defined elements.

2. Enter retroactive changes using DateTrack.


3. Create assignment and element sets including the assignments and elements forretroactive processing. The element set type is run set.

Note: North American HRMS: For earnings elements defined as"Reduce Regular", include the Special Features element in theelement set.

To set up the RetroPay process for RetroPay (by Aggregate) an d RetroPayby Run:Each step applies to both RetroPay (by Aggregate) and RetroPay by Run unless explicitlyindicated otherwise

1. Create an assignment set to define the set of employee assignments for which youwant to make the payments or reductions. There are two methods of doing this:

• Use the Assignment Set window. This is useful when you have a few employeesto include in a RetroPay run and you are confident that you can identify all theemployees that you want to include.

See: Creating an Assignment Set, page 1- 5 .

• Run the Retro-notifications report to automatically generate an assignmentset of all employees for whom retrospective changes are outstanding. This isuseful if you want to be certain that your assignment set includes all potentialchanges. You can edit this assignment set to add and remove assignments.

See Running the Retro-Notifications report, page 4-30

2. In the Element Entries window, make the necessary date effective updates to elemententry values for each employee assignment in the set.

See: Making Manual Element Entries, Oracle HRMS Compensation and BenefitsManagement Guide

3. Make other changes if necessary to salary information or to other database valuesrelevant to the backdated changes.

4. In the Element window, define the RetroPay elements you require to receive entriesof the retroactive adjustments. Your definition must include the following:

• An appropriate element classification such as Earnings or Voluntary Deduction(not Information)

• The processing type Nonrecurring

• The rule Multiple Entries Allowed

• Input values with these names:

• Pay value

• Start date (not necessary for RetroPay by Run)

• End date (not necessary for RetroPay by Run)

See: Defining an Element (Payroll Users), Oracle HRMS Compensation and BenefitsManagement Guide

5. In the Element Link window, link the element to define your eligibility criteria.

See: Defining Element Links, Oracle HRMS Compensation and Benefits ManagementGuide


6. Create a RetroPay set.

See Creating a RetroPay Set, page 4-27

Creating a RetroPay SetOnly refer to this topic if you use RetroPay (by Aggregate) or RetroPay by Run. You donot need to create a RetroPay set for RetroPay by Element.

The steps for creating a RetroPay set are similar for RetroPay (by Aggregate) andRetroPay by Run. If a step only applies to one of these RetroPay processes, we sayso in the instructions.

To create a RetroPay set:1. In the RetroPay Set window, enter a name and a description for the RetroPay set you

are creating. Save this information before moving to the next block.

2. Select the balance in which the RetroPay process will create new values. Forexample, this could be Gross Pay to Date. You can select more than onebalance. However, for RetroPay by Run the balance dimension must always beASG_RETRO_RUN.

For RetroPay (by Aggregate), if you plan to run the process over several past payrollperiods, check that you are not going to go through an end of year or similar periodwhere balance totals are reset to zero. If necessary, adjust the balance dimensionspan to ITD.

3. Select the RetroPay element you have defined to receive the values of the updatedbalance.

4. Select an input value for the element. Normally this will be Pay Value, but you canalso calculate RetroPay hours by including an Hours input value.

Running the RetroPay ProcessYou run the RetroPay processes in the Submit Requests window.

To run the RetroPay processes:1. In the Name field, select your RetroPay process. Note that the following conditions

apply to your selection:

• You cannot have more than one category of RetroPay simultaneously installed inthe same legislation.

• The recommended RetroPay process is RetroPay by Element, although yourlocalization may describe the latest versions of RetroPay by Element asAdvanced, or Enhanced RetroPay.

• A very few localizations may have a business need for one of the older versionsof RetroPay such as RetroPay by Run, or RetroPay (by Aggregate).

• In all cases, your System Administrator will already have enabled the correctRetroPay process for your localization, and you simply have to select it .

2. In the Parameters window, select the assignment set.

3. If you are running RetroPay by Element then select the Element set.


4. If you are running RetroPay (by Aggregate) or RetroPay by Run, select the RetroPayset.

5. Enter the start date and end date for which you want the payroll processes to berecalculated. The default end date is the current date. The RetroPay element will becreated in the payroll period that the current date falls in.

The end date must be within the current payroll period and must have a date afterthe latest effective check/cheque date. If a run has already been processed forthe pay period, for example, because of an earlier supplemental run, you cannotinclude the RetroPay elements for the current regular payroll run. They must beincluded for the following run.


Oracle Payroll temporarily rolls back and reprocesses all the payrolls for allassignments included in the assignment set from the start date specified. The systemcompares the old balance values with the new ones and creates entry values for theRetroPay elements based on the difference.

These entries are processed for the assignments in the subsequent payroll run foryour current period.

No changes are made to your audited payroll data.

RetroPay Processes in Overlapping PeriodsRetroPay processes can be overlapped. For example, you can run RetroPay processesthat overlap as follows:

• The first RetroPay process is run in September and includes payments backdated toMarch of the same year

• The second RetroPay process is run three months earlier, but it includes paymentsbackdated a further three months. It is therefore run in June and includes paymentsbackdated to January.

Note: Overlapping processes must combine identical categories ofRetroPay. This means that if your localization migrates from onecategory of RetroPay to another category you will not be able to runthe new RetroPay process on data that has already been processed by adifferent RetroPay process. For example, if you move from RetroPayby Aggregate to RetroPay by Element you will not be able to useRetroPay by Element on data that has previously been processed usingRetroPay by Aggregate.

Viewing RetroPay Status and HistoryYou use the RetroPay Status window to control how you want to process changes thathave a retrospective impact. You typically find outstanding retrospective changes wherechanges have been made in Self-Service HRMS independently of Oracle Payroll.

Use the RetroPay Status window to:

• Identify any assignments that have changes implying retrospective processing.

• Specify how you would like outstanding retrospective changes to be processed.

• Confirm that your specified requests have been processed.


You can still use the Retro-Notifications report to identify all outstanding retrospectivechanges that have not been applied, and group them into an assignment set ready forprocessing.

See Running the Retro-Notifications Report, page 4-30

However, the advantage of using the RetroPay Status window is that you can identifywhat you want to process, or exclude from processing, and then mark your selections forautomatic completion.

To search for assignments that have retrospective changes:1. Select the search criteria for assignments that you want to view. If you do not

select any criteria, then your search returns all assignments that have retrospectivechanges. You can search on any of these criteria:

Name: Specify a name, or search on all names.

Assignment Number: Specify an assignment or search on all assignments.

Recalculation Date: Use this start date and end date to determine the period forwhich you want to identify any retrospective changes.

Status: Select the status that you want to report on.

• All Completed. This status displays all assignments with retrospectiveimplications that have already been processed.

• All Outstanding. This status displays all assignments with retrospectiveimplications that have not yet been processed.

• Completed: After Confirmation. This status indicates that this assignment wasexplicitly confirmed for processing, and that it has now been processed.

• Completed by Default. This status indicates that this assignment was notconfirmed for processing, but that the processing has completed by default.

• Confirmed: Awaiting Processing. This status indicates that this assignmenthas been cleared for processing and that the processing will be performed inthe next payroll run.

• Deferred. This status indicates that an assignment was scheduled forprocessing, but that the processing has been deferred and will not occur untilyou change the status to Confirmed: Awaiting Processing, or Included: AwaitingConfirmation.

• Included: Awaiting Processing. This status indicates that your SystemAdministrator has specified that pending assignments should be automaticallyprocessed in the next payroll run. You cannot select this status if your SystemAdministrator has not enabled it.

• Excluded: Awaiting Confirmation. This status indicates that your SystemAdministrator has specified that pending assignments should not beautomatically processed, and that processing should only occur after you haveconfirmed. You cannot select this status if your System Administrator hasnot enabled it.

Recalculation Reason: This indicates why retrospective processing is necessary andit enables you to search on particular categories of retrospective change so that youcan process them independently of other retrospective changes.


2. Choose Go when you have selected all your search criteria.

To change the status of an assignment:You would typically change the status of an assignment when you want to deferprocessing that was previously scheduled, or when you want to indicate that you havealready processed this change even though it was automatically scheduled.

1. Check the Select check box to select the assignment that you want to change.

2. Select the new status for the assignment from the Change Status list of values.

3. Choose the Change Status button.

To view the elements included on each assignment:1. Select the assignment name in the Name column.

2. View the elements for this assignment, and the Recalculation Reason for eachelement.

To update or delete elements for each assignment:1. Select the assignment name in the Name column.

2. Choose Update to add an element to the assignment.

3. Choose Delete to remove an element from the assignment.

To confirm that your specified requests have been processed :1. Query the individual assignment, but leave the status field blank.

2. Alternatively, query all assignments with a status of All Completed or AllOutstanding and check the details for your individual assignment.

Running the Retro-Notifications ReportUse the Retro-Notifications report to

• Identify all retrospective changes that have occurred since the last payroll run.

• Automatically save these changes into an assignment set, or as an event, dependingon which Retro-Notification report you use in your localization.

• Produce a report (.a01) that lists the employees included in the assignment set andthe trigger event that caused them to be included. You can view this output throughConcurrent Manager by choosing the View Output button.

This information is particularly useful when changes with retrospective impact havebeen made in Self Service HRMS independently of the Payroll department.

The Retro-Notifications report does not perform any RetroPay processing. It onlyidentities element entries that have changed. You must still run your RetroPay processseparately if you want to process these changes. This means that when you haveproduced the assignment set, or event group, you can decide whether to:

• Run your RetroPay process on all assignments in this assignment set.

• Edit the assignment set or event group to remove or add assignments and thenrun your RetroPay process.


• Take no retrospective action on any of the assignments in the assignment set.

Note: If you run the report at a later date, then changes alreadyidentified in an earlier report are excluded, regardless of whether youhave chosen to reprocess them. This is a safeguard against the multipleentry of a single change.

If your RetroPay process is RetroPay by Element, you can use the RetroPay Statuswindow to schedule automatic processing.

You run the Retro-Notifications report from the Submit Processes and Reports windowDepending on your localization, not all of these steps may be available:

To run the Retro-Notifications report:1. Select Retro-Notifications Report in the Name field. If the parameters window does

not open automatically, click in the Parameters field to open it.

2. Select the Payroll you want to report on. You can only run this report for a singlepayroll.

3. Select the last Report Period that you want to run the report for. The List of Valueswill contain all periods for which the selected payroll has been run.

Note: The report will run for all periods up to and including theone you select.

4. Select an Event Group for the report to use. You can only run this report for a singleevent group. There is always a default event group which captures changes madeat element level, but you can override the default event group. You typically dothis if you are testing your initial setup.

5. Enter the name of the Assignment Set that you want the report to create in theGenerated Assignment Set field. You can use this assignment set as a starting pointfor further processing of the assignments identified in the report.

Note: The assignment set name generated by the report will includewhat you enter in this field followed by the Report ID.

6. Select OK and Submit.

Remember that when you have generated the assignment set, you should run yourRetroPay process for those retrospective changes that you want to process. Youcan do this either by running your RetroPay process directly, or, if your RetroPayprocess is RetroPay by Element you can also use the RetroPay Status windowto schedule your processing.


Advance Pay

Advance Pay ProcessThe Advance Pay process enables you to pay employees in advance for holidays orother events. The process performs payroll runs for the periods to be advanced, usingall date effective information in place, and stores the final net figure as the amountto be advanced.

You can always represent Advance Pay as a single consolidated amount. However, ifyour legislation has the Advance Pay by Element process enabled, then you can alsocalculate and display the total amount of Advance Pay for constituent elements inthe overall total.

Note: If you do have the choice of using both the Advance Pay processand the Advance Pay by Element process you should note that theseprocesses cannot be overlapped, That is you cannot:

• Run Advance Pay for a period to which Advance Pay by Element has alreadybeen applied.

• Run Advance Pay by Element for a period to which Advance Pay has alreadybeen applied.

The advance pay period is the period of the holiday or event for which the advancepayment is being made. More accurately, it is the total number of payroll periods coveringthe event. Regular payroll processing continues for the employee during the advancepay period. The amount advanced is progressively recovered in each regular payrollrun, and the following actions are also carried out as appropriate:

• If further payments become due to the employee during the advancepay period, these can be paid using the employee’s normal paymentmethod. Alternatively, the net payment can be deferred and paid to the employee inthe period following the advance pay period.

• If the employee’s entitlement during the advance pay period becomes less than thesum advanced, thereby creating an overpayment, the amount owing is recoveredautomatically in the pay period following the advance pay period.

You can make advance payments for any pay period types, but the most likely ones areweekly or biweekly. You set the maximum number of periods that can be advancedwhen you define the payroll.

Setting Up Advance Pay for Individual Assignments

To set up advance pay for single assignments:1. Select the assignment to receive the payment and navigate to the Advance Pay

window.

The arrears check box appears checked if the assignment is linked to an arrearspayroll.

2. In the From field, select the start date of the holiday or other event for which you aremaking the advance payment. Oracle Payroll replaces the date you enter by the firstdate of the pay period in which it falls.


At the same time the Payment Date field displays the date for making the advancepayment to the employee. This date defaults to the last day of the pay periodimmediately preceding the start of the advance pay period. You can manually alterthis date to the last day of the preceding pay period if you require.

3. Do one of the following:

• In the Periods field, enter the number of pay periods covering the advancepay period.

• In the To field, select the end date of the advance. The system automaticallyreplaces the date you enter by the last date of the pay period in which it falls.

4. Check the Defer check box if you want any net payment amounts to be deferred tothe pay period following the recovery of the advance. If you do not check Defer, suchpayments will be made in the pay period they are earned according to the normalpayment method for the assignment.

5. Save the entries you have made.

The Advance region now displays the period for which the Advance Paymentelement is entered for the assignment. For arrears payrolls this is one period laterthan the event period. For other payrolls this period is the same as the event period.

Setting Up Advance Pay for Batch Assignments

To set up advance pay for batch assignments:1. In the Name field select Advance Pay Batch Setup. Then enter the parameters

field to open the Parameters window.

2. Select the payroll for which you want to run the process, then the advance startperiod, then the advance end period. These are the first and last pay periods of theadvance pay period.

The advance end period list displays the maximum number of pay periods that canbe advanced for the payroll you select.

3. Select Yes or No to flag whether you want to defer any net payments that accrueduring the advance pay period.

4. Select the assignment set for which you want to run the process.

5. Select the payment date for the advance. This date defaults to the last day of the payperiod immediately preceding the start of the advance pay period. You can movethis date back by one pay period if required.

6. Select Yes for BEE transfer if you want the batches that the process creates tobe transferred to the database automatically. Select No if you want to transferthe batches manually.

7. Enter a unique header name for your batch process. This name is used as a baseheader name for each BEE batch created. For each batch, the system appends anunderscore and an incrementing number, for example, _1, _2.

This is a mandatory field whether you select Yes or No in the BEE Transfer field.

8. Save your entries.


Running the Advance Pay Listing ReportThis report gives information about the advance pay periods for employees due toreceive advance pay. The report can be used to detect whether there are assignmentswith Advance Pay entries during a particular payroll period.

The report lists the following information:

• Name and assignment number of employees with an entry for the Advance Periodelement in the date range covered by the report

• For each assignment, the dates held on the Advance Period element entry

• Yes/No to show whether the Advance Pay process has already been run for theassignment

• Summary listing, by payroll, of the number of employees with entries, and thenumber that have been processed

You run this report in the Submit Requests window.

To run the Advance Pay Listing:1. In the Name field select Advance Pay. Then enter the parameters field to open the

Parameters window.

2. In the Summary Version field select No for the full version of the listing, or Yesfor the summary version only.

3. Enter a date range for the period in which you want to see information.

4. You can restrict the information to a particular payroll by entering the payrollname. If you leave the Payroll field blank, the report shows information for thewhole Business Group.


Running Advance PayUse the Advance Pay process window to run the Advance Pay process.

To run the Advance Pay process:1. In the Name field select Advance Pay. Then enter the parameters field to open the

Parameters window.

2. Select the payroll for whose assignments you are running the process.

3. Enter the effective date of the process. This should be the date on which you intendto pay the advance.

4. Select an element set if you want to exclude items from the calculation. Forexample, you may want to exclude some pay elements, such as expenses, fromthe Advance Pay run.


Running the Advance Pay ProcessUse the Advance Pay process to pay employees in advance for holidays or other events.


You may need to do each of the following to run the Advance Pay process.

1. Set Up Advance Pay for Individual Assignments, page 4-32 (if applicable).

2. Set Up Advance Pay for Batch Assignments, page 4-33 (if applicable).

3. Run the Advance Pay Listing Report, page 4-34

4. Run the Advance Pay Process, page 4-34.

5. View the results of the Advance Pay process, page 4-35

Running Advance Pay by ElementYou run the Advance Pay by Element process from the Submit Requests window. Thisprocess may not be available for all legislations.

To run the Advance Pay by Element process:1. In the Name field, select Advance Pay by Element. The Parameters window displays

automatically and you can provide details as follows:

• Select the Payroll for which you want to run Advance Pay by Element.

• Enter the Effective Date of the payroll.

• Enter the Advance End Date - this is the date at which you want the AdvancePay processing to terminate.

• Select the Assignment Set to which the Advance Pay by Element calculationapplies.

• Select an Element Set Name if you want to specify that Advance Pay processingshould only apply to some elements on this assignment. Otherwise, leave thisentry blank if you want to process all the elements for this assignment.

2. Choose the Submit button

Viewing the Results of the Advance Pay ProcessYou can view the results of the Advance Pay in the Advance Pay window.

To view the results of the Advance Pay process:• View the amount of the advance. Note that the amount outstanding remains at zero

until the first payroll run of the advance pay period completes.

• If you want to see advance payments for future events, move your cursor down.

• If you want to see historical information, change the effective date.

• If you want to see Deferred Payments, check the Defer check box This information isalso datetracked and you can see current and future information as above.


Exception Reporting

Payroll Exception Reporting: OverviewYou run exception reports immediately after the payroll run to identify potentialoverpayments or underpayments. This helps you to avoid corrections when youaccidentally make an incorrect payment. For ease of use, you can do each of thefollowing to control the output and definition of your exception reports:

• Request your report output in either CSV or text format so that you can use familiardesktop tools for editing the output

• Group a set of reports so that you can run them as a single reporting request

• Override exception criteria for a single run of a report without changing yourunderlying report

• Run predefined exception reports, or define additional reports that incorporate yourown exception criteria. For example, you cannot modify the predefined HighGross Pay and High Net Pay reports. You can, however, define your own reportsto identify other exceptions.

• Select your preferred exception criteria from a forms interface without having todevelop your own query code.

Examples of Exception Reporting CriteriaYou must always select a balance and a balance dimension for exception reporting. Thistable lists additional criteria that you must define, explains what each one means, andgives an example to illustrate how you use them:


Exception Criterion What it Identifies Example

Comparison Type The period against whichyou want to compare whendetermining whether anexception has occurred

Average in Months

Comparison Value This is a numerical value todetermine how averages arecalculated when you are usingan average as your basis forcomparison

If you select 3 as thecomparison value for acomparison type of Averagein Months, then you arecomparing the current monthwith the average of theprevious 3 months.

Variance Type The category of variance thatyou want to report on.

Either Percentage or Amount

Variance Value The magnitude ofoverpayment orunderpayment that youwant to report on.

Variance Value of 500 IfAmount is your variancetype, and you are reporting ona total amount of 5000, then avariance value of 500 meansthat amounts greater than 5500are regarded as overpaymentsand amounts less than 4500 areregarded as underpayments.

Variance Operator The precise range of variancethat you want to reporton. You can use varianceoperators to specify thatyou are only interested in aparticular section of the rangedefined by the variance value.

Greater than, Less than, Equal

These are only examples. There is an extensive list of comparison types and varianceoperators enabling you to set the required degree of precision for your own reports.

See Comparison Types for Exception Reporting, page 4-39

See Variance Operators and How You Can Use Them, page 4-39

Exception reporting activities are as follows:

Setting Up Exception Reports

• Create an exception report

• Group existing exception reports

Running Exception Reports

• Run an exception report, or exception report group

• View an exception report


Running the Payroll Message ReportYou run the report in the Submit Requests window.

To run the Payroll Message Report:1. In the Name field, select the report name. Then enter the Parameters field to open

the Parameters window.

2. Select the name of the payroll for which you want to see messages.

This is the only required field. If you leave the next three fields blank the systembrings back all messages for all processes connected to this payroll in all periods.

3. Select a payroll period for which to view messages.

This restricts payroll messages to the period you select.

4. Select a payroll process type.

This restricts payroll messages to the payroll process type you select. All messagesfor all runs of this process during the period selected are returned.

5. Select a payroll process.

This restricts payroll messages to one instance of the payroll process type selected. Ifyou leave the Process Type field blank you can choose one instance of any payrollprocess for the period selected.

6. Select a message severity level for the messages in the report, or leave the field blankto see messages of all levels of severity.

7. Select assignment number or employee name as sort criteria for the report. Thedefault is employee name.


Reconciling PaymentsYou can use Oracle Payroll in combination with Oracle Cash Management to verify thatpayments have been processed. The process is:

1. Import the bank statement. You do this in Oracle Cash Management.

See: Importing Bank Statements, Oracle Cash Management User Guide

2. Run the automatic reconciliations process. You do this from Oracle CashManagement.

See: Reconciling Bank Statements Automatically, Oracle Cash Management User Guide.

3. View the results of the reconciliation process. You can do this either through OraclePayroll, or Oracle Cash Management.

To do this in Oracle Payroll, see: Viewing Payroll Process Results, page 4-13

In Oracle Cash Management, you can view the following reports:

• The Available Transactions report.

• The AutoReconciliation Execution report

4. Identify any payments that are marked in error, and reconcile them manually.


Note: If you are using Oracle Payroll with Oracle Cash Managementfor the reconciliation of payments then you will need to set upaccounting reference data when you are setting up Oracle CashManagement

See: Accounting Reference Information for Cash Management Integration, OracleHRMS Implementation Guide

Setting Up Exception ReportsYou use exception reports to identify potential overpayments or underpayments beforethey occur. You can specify the amount, or percentage that will cause an exception tobe noted. If you run your exception reports immediately after the payroll run you canidentify discrepancies and avoid the retrospective corrections necessary when a wrongpayment has already been made.

To create an exception report:Use the Exception Reports window to create an exception report

1. Select Add Another Row

2. Enter the report name. You can enter any name that meets your reportingrequirements - there is no standard format.

3. Select the balance that you want to report on. You can enter a predefined, oruser-defined balance.

4. Select the balance dimension that you want to report on. There are some dimensionsthat you must select when you choose a particular comparison type:


Balance Dimension When to Select these Dimensions

_ASG_MONTH, _PER_MONTH You must select one of these dimensionsif you want to use the Average in Monthscomparison type. These dimensions are notavailable for Japanese Payroll.

_PER_QTD, _ASG_QTD You must select one of these dimensions ifyou want to use the Average in Quarterscomparison type. These dimensions are notavailable for Japanese Payroll.

_PTD You must select this dimension for thecomparison types Average of PreviousPeriods, Average of Previous PaidPeriods, Average of Total Periods inDays, and Average of Paid Periods inDays. This dimension is not available forJapanese Payroll.

_ASG_MTD_JP You must select this dimension if you wantto use the Average in Months comparisontype. This dimension is available forJapanese Payroll only.

_ASG_QTD_JP You must select one of this dimension if youwant to use the Average in Years comparisontype. This dimension is available forJapanese Payroll only.

ASG_PROC_PTD You must select this dimension for thecomparison types Average of PreviousPeriods, Average of Previous PaidPeriods, Average of Total Periods inDays, and Average of Paid Periods inDays. This dimension is available forJapanese Payroll only.

5. Select the comparison type.

Comparison Types for Exception ReportingThis table lists each comparison type that you can select, and explains how itoperates as a basis of comparison


Comparison Type How it Operates as a Basis of Comparison

Current Period Identifies any exceptions within the currentpayroll period. Does not use any previousperiod as a basis for comparison

Previous Period Uses the previous period as a basis ofcomparison

Previous Month Uses the previous month as a basis ofcomparison

Previous Quarter Uses the previous quarter as a basis ofcomparison

Previous Year Uses the previous year as a basis ofcomparison

Average in Months Compares the current month-to-date with theaverage of previous months-to-date. Onlyavailable if you have the balance dimensionsASG_MONTH or _PER_MONTH.

Average in Quarters Compares the current quarter-to-date withthe average of previous quarters-to-date.Only available if you have the balancedimensions _PER_QTD or _ASG_QTD

Average of Paid Periods in Days Compares the current period withthe number of previous pay periodincluded within the specified number ofdays. However, only includes those payperiods in which an employee actuallyreceived payment. Only available for _PTDdimensions.

Average of Previous Paid Periods Compares the current period with thenumber of previous periods in which theemployee actually received payment for_PTD dimensions only.

Average of Previous Periods Compares the current period with previousperiods for _PTD dimensions only

Average of Total Periods in Days Compares the current period with thenumber of previous pay periods includedwithin the specified number of days. Onlyavailable for _PTD dimensions.

1. Enter your comparison value. For example, if you select 3, when yourcomparison type is Average in Quarters, this means that your current quarter iscompared to the average of the previous three quarters

Some comparison values are preset and you cannot change them:

• Current period always has a comparison value of 0.


• Previous Period, Previous Month, Previous Quarter and Previous Yearall have a comparison value of 1.

2. Select your variance type. This must be either percentage or amount.

3. Enter a variance operator

Variance Operators and How You Can Use ThemYou can choose one of the following variance operators. The ExceptionReporting Output column indicates the effect of selecting each variance operatorassuming that:

• Comparison Type is Previous Period

• Previous period amount is 10,000

• Variance Value is 1000


Variance Operator Exception Report Output

Variance (+/-) All assignments that either exceed or areless than the previous period amount bythe amount or percentage stated in thevariance value. So, Variance Value (+/-)returns all assignments having a valuebetween 9000 and 11000

Less than All assignments that are less thanthe previous period amount by theamount or percentage stated in thevariance value. So, Less than returns allassignments having a value of less than9000

Less than or equal All assignments with a current valueeither equal to or less than the previousperiod amount by the amount orpercentage stated in the variancevalue. So, Less thanor equal returns allassignments having a value of 9000 orless

Equal All values that are exactly equal to thehigher limit or the lower limit of thevariance value. So, Equal returns allassignments having a current valueequal to 9000 or 11000.

Greater than All assignments that are greater thanthe previous period amount by theamount or percentage stated in thevariance value. So, Greater than returnsall assignments having a value of morethan 11000

Greater than or equal All assignments with a current valueeither equal to or greater than theprevious period amount by the amountor percentage stated in the variancevalue. So, Greater than or equal returnsall assignments having a value of 11000or more.

1. Enter a variance value, unless your comparison type is previous payrollperiod.

For all other comparison types you can specify the exact percentage, orthe numerical value depending on which variance type you choose. Insubsequent exception reports you can change your variance values in theSRS window when you are running the report.

For examples of how to set exception reporting to identify particularexceptions, see Examples of Exception Report Setup


Grouping Exception ReportsUse the Exception Report window to group together a selection of exception reports sothat they can be run in a single operation. You can include the same exception reportin multiple exception groups.

To group exception reports:1. Check the Select check box for each of the reports that you want to include in

your report group.

2. Choose the Create Group button.

3. Enter the group name.

4. Select a consolidation set for this reporting group.

5. Select a payroll for this reporting group.

6. Select your output format.

7. Choose the Apply button to create your group.

Running an Exception Report, or Exception Report GroupUse the Exception Report Window to run exception reports singularly, or as a group. Youcan also override the variance type or variance for a single run of the report.

To run an exception report :Use the Submit Requests window to run the exception report:

1. Check that your effective date is compatible with the date for which you wantthe report to run.

2. Select Exception Report as the report type.

3. If you want to run a single exception report, enter the name of the report. You do notneed to enter the Exception Group name if you are running a single report.

4. If you want to run a group of exception reports, then enter an Exception Groupname, but do not provide an Exception Report Name.

Exception reports are identified either by the report name, or by a group name. Whenyou are running the report you must supply either the report name or the groupname, but you never have to supply both.

5. Select the payroll that you are reporting on. The consolidation set is the defaultselection.

6. Override the variance type and variance value if you want to specify particularvalues for a single run of this report. This does not change your underlying report.

7. Save your work

8. Choose the Submit button

To view an exception report:Use the View Requests window to view an exception report:

1. Choose the Find button and select the report that you want to view.


2. Choose the View Output button.


Retries, Reversals and Rollbacks

Correction of Run Results: RollbacksUse run rollbacks when you have no need to keep any record that a run occurred. Whenyou roll the run back, the process removes all the assignments and the run results.

For example, if an employee should never have been processed in a run, you can rollback the run for that employee. A rollback completely removes an employee from arun, as if the processing had never occurred.

You cannot roll back payroll processing for individuals or payrolls if post-run processinghas already occurred.

US and Canadian Payroll Only

If you are using Net-to-Gross payroll processing then each assignment action for arun type can also generate additional actions derived from the parent action. Theseadditional actions are known as child actions.

You can mark a parent assignment action for rollback, but you cannot roll back a childassignment action independently of its parent.

Uses of RollbacksSuppose that just after a payroll run, you receive notification that three employees havebeen transferred to a different payroll. This means you should not have processedthem in the run just completed.

In this case you can roll back the processing for the three individuals. This actioncompletely removes them from the run.

If the whole set of employees a run processes is the wrong set, you can roll back theentire run.

Rollbacks can also be useful if you want to do a run for testing purposes only, examinethe results, and then remove all traces of it.

Important: If a recurring element has an end date that coincides with theend of the pay period, then the element end date will be removed bythe rollback.

Correction of Run Results: Retries

Retrying Employee AssignmentsYou use retries for correcting mistakes shortly after a payroll run finishes. Forexample, you receive late entries of hours worked for some employees after a runstarts, and you must enter these late details for some assignments.

Provided there has been no post-run processing for these assignments, you can markthem for retry. After you have corrected the element entry information for the markedemployees, you submit the Retry Payroll Process. The new run processes only thoseemployees marked for retry.

When you mark employee Assignments for retry, the run’s status is Incomplete. Thisprotects you from forgetting to correct and rerun an assignment marked for retry.


US and Canadian Payroll Only

If you are using Net-to-Gross payroll processing then each assignment action for arun type can also generate additional actions derived from the parent action. Theseadditional actions are known as child actions.

You can mark a parent assignment action for retry, but you cannot retry a childassignment action independently of its parent.

Automatic RetriesAny assignments having a status of Error after a payroll run are automaticallyretried when you run the payroll again. You do not have to mark these assignmentsfor retry and cannot unmark them. The recommended procedure for dealing withretries, therefore, is as follows:

• Run the payroll and examine the results.

• Check any assignments with a status of Error and make the necessary changes tothem so that they can process correctly.

• Check the other assignments. Mark for retry any that require changes and makethe necessary changes.

• Run the payroll again. It will now process only the assignments having a status ofError after the first run, together with those you have manually marked for retry.

Retries and Post-run ProcessingYou cannot run the payroll retry process if you have already started off another post-runprocess, such as PrePayments. In such a case, to start the payroll run retry process youmust first roll back the other process. This deletes all element entries for the process andenables you to run the retry of the payroll.

The payroll run’s status remains at Incomplete as long as some employees remainmarked for retry.

Retrying RunsIn another situation, you may realize after a run that results for a sizeable number ofemployees may be incorrect. This could happen, for example, when you neglected tomodify a formula for an earnings or deduction before starting the run.

In this case you can make the necessary changes and retry the entire run. The new runignores employees whose processing is unaffected by the corrections you have made. Itreprocesses only those whose original results are incorrect in view of the correctionsentered.

Correction of Run Results: ReversalsYou can retry an employee or a run only when no post-run processing has occurred. Youuse reversals when you need to correct run results for a single assignment after post-runactions have already occurred.

In other words, reversals are useful when you need to correct run results some time afterthe run has occurred.


Restarting Earnings or Deductions after ReversalsYou may reverse a run for a past period during or after which stop dates exist forearnings or deductions. When this happens, Oracle Payroll issues a warning. This tellsyou to check whether you should restart any of the stopped earnings or deductions.

For example, the reversal may have cancelled out a deduction that was an employee’sfinal payment toward an outstanding loan. In this case, the warning alerts you to theneed to restart the deduction.

Reprocessing Nonrecurring and Additional Entries after Reversals

Reversals of payroll runs with nonrecurring and additional element entries provide anexception to the ’once only’ rule for processing nonrecurring elements.

Normally, nonrecurring element entries can be given only once to anemployee. Additional entries for recurring elements can be given only once in eachpay period.

The effect of this rule on payroll run reversals is that nonrecurring and additional entriesdo not get reprocessed in subsequent runs following a reversal. As a consequence, theresults of subsequent runs will not be identical to the original run results.

To prevent this, Oracle Payroll allows nonrecurring and additional entries to bereactivated and reprocessed in subsequent runs following payroll run reversals. Thismakes it possible for the run results of subsequent runs to be identical to the originalresults.

Warning: You cannot roll back a reversal if there are subsequent payrollruns. This is to prevent nonrecurring and additional entries being giventwice - in the reversed run and in the subsequent run.

Marking and Retrying Payroll Runs and Other Processes

To mark a small payroll process for retry:• In the Payroll Processes window, select the process to retry and check the Retry

box. This effectively marks every employee assignment included in the process forreprocessing when you retry it.

To mark a large payroll process for retry:1. In the Submit Requests window, select Mark Payroll Run for Retry in the Name field

if you are retrying a payroll run. Otherwise select Mark Process for Retry. Theseprocesses have the same parameters, Payroll Process and Assignment Set.

2. Select the process you are marking for retry.

3. Leave the Assignment Set field blank.

4. Choose Submit.

To mark an individual employee assignment for retry:• In the Assignment Processes window, select the assignment to retry and check

the Retry box. Then when you retry the process, only these assignments arereprocessed. This is a convenient approach when only a few assignments requirereprocessing.


Marking a Group of Employee Assignments for Retry

To mark a group of employee assignments for retry:1. Place the group of employee assignments in an assignment set.

See: Creating an Assignment Set, page 1- 5 in Configuring, Reporting and SystemAdministration in Oracle HRMS.

2. In the Submit Requests window, select Mark Payroll Run for Retry in the Name fieldif you are retrying a payroll run. Otherwise select Mark Process for Retry. Theseprocesses have the same parameters, Payroll Process and Assignment Set.

3. Select the process you are marking for retry.

4. Select the assignment set name.

5. Choose Submit.

Correcting Run Results: ReversalsYou reverse pay runs in the Reverse Payroll Run window for the employee assignment.

To reverse a payroll run or QuickPay for an assignment:1. Select the run you want to reverse.

All the payroll runs for the assignment are displayed when you open the window.

2. Select the Reverse check box for the run you want to reverse.

The consolidation set for the run automatically displays as the consolidation setfor the reversal.

3. Select a different consolidation set if you want to process the reversal in a differentset to the original run set.

Retrying a Payroll Run or Other Payroll Process

To retry a payroll run or other payroll process:1. Mark the entire process, individual employee assignments, or a group (assignment

set) of assignments for retry.

2. In the Submit Requests window, select Retry Payroll Run in the Name field to retry arun. Otherwise select Retry Payroll Process to retry another process.

If the Parameters box does not automatically appear, click in the Parameters field.

3. In the Payroll Process field of the Parameters box, select the process to retry.

4. Choose Submit.

Rolling Back Payroll Runs and Other ProcessesYou can roll back a process in one of several ways depending on the extent of the rollback.


If you want to ... Then refer to...

Roll back processes for a few individuals Rolling Back a Process from the PayrollProcesses Window, page 4-50

Roll back processes for many employees(defined as an assignment set)

Rolling Back a Process from the SubmitRequests Window, page 4-50

Roll back an assignment process for anindividual employee

Rolling Back a Process from the AssignmentProcesses Window, page 4-50

Rolling Back a Process from the Payroll Processes WindowUse the Payroll Processes window when you want to roll back a process for a fewindividuals.

To roll back a process from the Payroll Processes window:1. Select the process record.

2. Select Delete Record from the Edit menu.

Rolling Back a Process from the Submit Requests WindowUse the Submit Requests window when you want to roll back a process for manyemployees. If you do not want to roll back the process for all employees originallyprocessed, you must create an assignment set. See: Creating an Assignment Set, page1- 5 .

To roll back a process from the Submit Requests window:1. In the Name field, do one of the following:

• Select Rollback to roll back all processes except a payroll run.

• Select Rollback Run to roll back a payroll run.

2. If the Parameters box does not appear, click in the Parameters field.

3. Select the process to roll back. The list for Rollback displays processing dates with thecorresponding process types, payrolls, and consolidation sets. The list for RollbackRun displays process run dates with the corresponding period dates and payrolls.

4. To roll back processing for an assignment set, select the set name.

5. Choose Submit.

Rolling Back a Process from the Assignment Processes WindowUse the Assignment Processes window when you want to roll back a process for anindividual employee assignment.

To roll back an assignment process:1. Select the record for the assignment process.

2. Choose Delete Record from the Edit menu.


5Payroll Event Rules

Payroll Event Rules OverviewUsing Oracle HRMS you can define payroll events and action parameters to controlyour payroll processing.

Payroll Events and Action Parameters in Oracle HRMSA payroll event is any routine or exceptional occurrence that acts as a precondition forfurther processing. For example, you can specify that a particular event or group ofevents should trigger prorated calculations or RetroPay notifications.

An action parameter enables you to set conditions that control your payroll processes.

Key ConceptsTo enable you to set up payroll events and parameters correctly, you need to understandthese key concepts:

• Events, page 5- 6

• Triggers, page 5- 2

• Functional area grouping of triggers, page 5- 2

• Process parameters, page 5- 3

Reporting on Payroll Event RulesSee Reports and Processes in Oracle HRMS, page B-71

Payroll Event RulesPayroll events identify significant changes which imply a specific processing response.

How Do You Make Payroll Events Capture Relevant Changes?You define your own payroll events to match your processing requirements. You canalso group related events together so that you can process them as a single event.

Payroll Event Rules 5-1

Triggers, Events and Parameters

Database TriggersDatabase administrators can modify the behavior of Oracle HRMS and control the wayin which standard payroll processes run by doing some or all of the following:

• Creating dynamic triggers.

• Enabling or disabling dynamic triggers.

• Grouping triggers into functional areas.

Database TriggersDatabase triggers are created in the Oracle HRMS database when Oracle HRMS isinstalled. Oracle HRMS uses two types of database trigger:

• Static triggers

• Dynamic triggers

It is important that you understand the difference between these two types of trigger.

The Difference Between Static Triggers and Dynamic Triggers

Static triggers are an integral part of Oracle HRMS and should not normally bedisabled. They apply to the entire Oracle HRMS system. The most likely situation inwhich you would disable a static database trigger is when you are working with yoursupport representative to identify a technical issue with the way in which Oracle HRMSis behaving on your site.

Dynamic triggers are designed to be selectively enabled and disabled by HRMS systemadministrators. They can be enabled for specific legislations, business groups andpayrolls. For example, if you are outsourcing some of your payrolls to a third party, youcan enable some third party interface dynamic database triggers as part of your OracleHRMS implementation.

How Database Triggers are Maintained

Your database administrator is responsible for:

• Defining dynamic triggers

• Specifying whether they should fire on update, insert or delete

Database administrators can use a forms interface to view existing triggers and createnew dynamic triggers. A database administrator or HRMS system administrator canenable a dynamic trigger to fire for specific legislations, business groups, and payrolls, ora combination of these.

A database administrator can also group triggers into a functional area so that multipletriggers can be manipulated in a single operation.

Database Triggers and Third Party Payroll Interfaces

If you are interfacing Oracle HRMS to a third party payroll system using the OracleHRMS Payroll Interface Toolkit, your database administrator can enable or disabletriggers for a particular legislation, business group or payroll.


A number of predefined dynamic triggers are delivered with Oracle HRMS. Theseprevent certain information from being updated or deleted in Oracle HRMS, and preventdata in Oracle HRMS from getting out of step with data in your third party payrollsystem.

These triggers are grouped into predefined functional areas. Individual triggers canbe enabled or disabled for specific legislations, business groups and payrolls using theDynamic Triggers Functional Area Grouping window.

The following predefined functional areas are supplied with Oracle HRMS:

• Generic Payroll Interface Toolkit

• ADP Payroll Interface

• Ceridian 100 Payroll Interface

• Ceridian 500 Payroll Interface

• Duplicate Element Reporting Names

These correspond to the payroll interfaces that are supplied as standard with OracleHRMS. The triggers contained within these payroll interface functional areas are notenabled for legislations, business groups or payrolls on delivery. You must enable themfor specific legislations, business groups and/or payrolls to make them active.

If you are not using a third party payroll interface you do not need to enable any of thesetriggers. Although they will appear as enabled on the Define Dynamic Triggers windowthey will not fire because they have not been enabled for any legislations, businessgroups or payrolls.

Process ParametersDatabase Administrators can use the Action Parameters window to select alternativevalues for process parameters. For example, you can assign the number of threads to aprocess and select the combination of levels for logging.

You can also create parameter groups with different values for different business groups:

• Create group A which contains the Threads set to 4, and the Logging Value set to N.

• Create group B which contains the Threads set to 1, and the Logging Value set tothe GMF combination.

You use the user profile option HR:Action Parameter Group Name to specify a parametergroup for your responsibility. When you use this responsibility to run a payrollprocess, Oracle Payroll uses the values you have selected for this parameter group, and ituses default values for any parameter not specified in the group. If you leave the profileoption blank, Oracle Payroll uses default values for all the parameters.

Logging parameters are identified by a combination of letters, and you use the loggingtab to enable logging categories. For example, if logging is set to RGE this corresponds tothe following combination of logging categories:

R - Routing

G - General

E - Element Entry


Defining Dynamic TriggersUse the Dynamic Trigger Definition window to:

• Find a trigger that already exists. Existing triggers are referred to as static triggers.

• Create a new trigger. Any new triggers that you create are referred to as dynamicallygenerated triggers.

• Enable and disable triggers.

Note: If you are using a third party payroll product do not use thiswindow. Use the Dynamic Trigger Functional Area Grouping windowto enable business groups and their associated triggers.

To find an existing trigger:1. Select either Dynamically Generated Triggers or Static Database Triggers.

2. Select an Application to restrict the range of your search. Note that this does notrefer to the application owning the trigger. It refers to the application owning thetable to which the trigger is applied.

3. Enter one of the following:

• A table name.

• A trigger name.

• A table name and a trigger name.

4. Select a Triggering Action or a combination of triggering actions.

5. Select the Trigger Type (static database triggers only).

• All - displays all existing triggers

• Before Each Row

• Before Each Event

• After Each Row

• After Each Event

• Instead of Each Row

• Instead of Each Event

• Statement

Note: These criteria do not apply to triggers createddynamically. Dynamic triggers are always defined to run aftereach row.

To enable and disable dynamic triggers:Warning: These instructions apply to dynamic database triggersonly. You should never disable a static database trigger.

When you have found the database trigger corresponding to your search criteria, youcan see whether the trigger is enabled or disabled. The Enabled flag is checked if thetrigger is enabled, and unchecked if the trigger is disabled.


You can change the status of the trigger by checking or unchecking the Enabled flag.

Changes become effective immediately.

To create a dynamic trigger:1. Select Dynamic Database Triggers.

2. Enter a description for the trigger. This description will appear as a commentin the generated code.

3. Select the table on which this trigger operates.

4. Select the action type for the trigger:

• Insert - the trigger may be created after Insert.

• Update - the trigger may be created after Update.

• Delete - the trigger may be created after Delete.

Dynamic trigger creation does not support:

• The combination of insert, update and delete actions available when creatingstatic triggers.

• Triggers that are not of the after each row type.

5. Save the trigger definition.

When you have saved the trigger definition you cannot change the table on which atrigger is run, nor can you change the action that the trigger performs. Instead, youmust delete the trigger and then recreate it with the correct details.

Grouping Dynamic Triggers into Legislative Functional AreasUse the Dynamic Trigger Functional Area Grouping window to include all triggers forthe functional area into a single group. You can then enable or disable all triggers for theentire area in a single operation rather than enabling each trigger individually.

We deliver functional area groupings as predefined data for those customers who areusing Oracle HR with a third party payroll. However, third party payroll users can alsodefine a subset of this grouping and use it in preference to the predefined grouping.

To group dynamic triggers into functional areas:1. Enter a description for the new functional area, or query an existing functional area.

2. Select one of the following from the next block:

• Legislation

• Business Group

• Payroll

3. Choose the name of the legislation, business group or payroll.

4. Select the description of each trigger to be assigned to the functional area.

5. Enable or disable this grouping for this legislation, business group or payroll.


You can specify groupings for legislation only, business group only or payrollonly, but you can also specify any combination of these. If you do not select any ofthese then the triggers operate on all occasions.

To enable selected triggers from a predefined grouping:If you only want to enable some of the triggers delivered in a predefined grouping, thenyou disable the predefined grouping and create a new grouping containing yourselection of triggers. You then enable the new grouping.

Making Table Event UpdatesWhen there are changes to employee data this may also imply changes to current orretrospective payroll run results for that employee. For example:

• RetroPay - where an employee receives an adjustment in the current pay period, butthe adjustment was first incurred in a previous payroll period

• Recalculation - where changes are confined to the current pay period

• Proration - where adjustments earned on a pro-rata basis in another pay period areapplied in the correct proportion to the current pay period

To identify when critical changes such these as have occurred, you can define eachchange as a table event and specify the action that you wish to take whenever theevent is detected.

You can also group a related series of events into an event group so that you can processmultiple events as a single group.

See Defining Event Groups, Oracle HRMS Compensation and Benefits Management Guide

For details of primary key information and column names, refer to the Oracle HRMSTechnical Reference Manual.

You define table events from the Table Event Updates window:

Defining a table event:1. Select the Table Name.

2. Select the Primary Key for your table.

3. Define the period for which you wish this event to be active. You do this by selectinga start date and then an end date.

Selecting Row Level Events

You enter the details of the change as a row level event.

4. Select the Event Type to specify the type of database update that will initiate thisevent. You can select from:

• Insert - If you select this event type, you are making a change at row levelonly, and the Column Name field is not enabled.

• Delete - If you select this event type, you are making a change at row levelonly, and the Column Name field is not enabled.

• Update - If you select this event type, you also need to specify a column namebecause updates are not confined to the row level.


5. Select the Column Name.

6. Select the Change Type. You do not need to select a change type for retro-notificationand proration. You need only make a selection here if you are defining an event forContinuous Calculation. In this case, the following change types are available:

• DATE_EARNED - to trigger recalculation of the payroll run based on the dateearned.

• DATE_PROCESSED - to trigger recalculation of the payroll run based on theeffective date of the run. Use this if you want to recalculate tax information.

• PAYMENT - to trigger recalculation of the Prepayments process

• COST_CENTRE - to trigger recalculation of the Costing process.

Maintaining Parameters and Parameter Groups for Payroll ProcessesAction parameters enable you to set the conditions that control your payrollprocessing. Use the Action Parameters window to define your parameter values andcreate parameter groups. You can create a default group to specify global values, or youcan define your own group to provide a customized set of processing conditions.

Note: If you create your own group, select it in the user profile optionHR:Action Parameter Group Name for a responsibility. Use thatresponsibility when you want to run processes using the customizedparameters.

To maintain parameter groups:1. Do one of the following:

• To define or maintain the default group, check the default group check box. Onlydo this if you want the parameter values that you select to be the default forall processes and business groups.

• To create your own parameter group, enter the name of the group.

Note: You cannot enable a named parameter group as the defaultgroup.

To maintain process parameters:1. From the parameters tab, select the name of the parameter that you want to

modify, or enter a parameter name.

For details of the parameters that you can enter, see the Technical Essay: PayrollAction Parameters, Oracle HRMS Implementation Guide.

2. Enter a value for the parameter name. For example, Trace has a value of either Y or N.

Note: We recommend that Trace is set to N, because setting it to Yimposes an extra processing load on the payroll processes.

If you do not specify any values for the parameters that you select, then the valuesheld at the global level default to the group level. But, if values are specified at thegroup level, then the group level values take precedence over the global parametervalues.


To maintain logging parameters:1. Select the logging tab.

2. Check each of the logging categories that you want to enable.

3. Uncheck any logging categories that you want to disable.

4. Save your changes.


AWindows and their Navigation Paths

This section lists the default navigation paths for all the windows in Oracle HRMS asthey are supplied. You can use task flow windows directly from the menu, or fromthe People and Assignment windows.

The responsibility that you use determines which of these windows you can use andhow you access them. Your system administrator sets up navigation menus and taskflows for your responsibility. They may also create configured versions of some of thesewindows using different window titles.

AAP Organization (US)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query an AAP Organization.

3. Choose the Others button and select AAP Organization.

Absence Attendance Type1. Choose Total Compensation -> Basic -> Absence Types in the Navigator.

Absence DetailDo one of the following:

1. Choose People -> Enter and Maintain in the Navigator.

2. Choose the Others button and select Absence.

Or:

1. Choose Fastpath -> Absence in the Navigator.

2. In the resulting Find window, query the person.

Absence Tracking (Netherlands)1. Choose People -> Absence Tracking in the Navigator.

Accommodation (France)1. Choose People -> Accommodations in the Navigator.

Windows and their Navigation Paths A-1

Accrual Bands1. Choose Total Compensation -> Basic -> Accrual Plans in the Navigator.

2. Enter or query an accrual plan name.

3. Choose the Accrual Bands button.

Accrual Plans1. Choose Total Compensation -> Basic -> Accrual Plans in the Navigator.

AccrualsDo one of the following:

1. Choose View -> Employee Accruals in the Navigator.

2. Run a query in the Assignments Folder window.

3. Select an employee assignment and choose the Accruals button.

Or:

1. Choose Fastpath -> Accruals in the Navigator.


Action Parameters1. Choose Processes and Reports -> Action Parameters in the Navigator.

Action Types1. Choose Total Compensation -> Programs and Plans -> Plan Enrollment

Requirements in the Navigator.

2. Query or enter a plan.

3. Choose the Actions button.

Activity Rate1. Choose Total Compensation -> Rates/Coverage Definitions -> Flex Credits in the

Navigator.

2. Query a compensation object.

3. Choose the Activity Rate button.

Activity Variable Rates and Rules1. Choose Total Compensation -> Rates/Coverage Definitions -> Flex Credits in the

Navigator.


3. Choose the Variable Rates button.

A-2 Oracle HRMS Payroll Processing Management Guide

Actual Premiums1. Choose Total Compensation -> Rates/Coverage Definitions -> Actual Premiums

in the Navigator.

Additional Absence Detail Information <Employee> (CA)Do one of the following:


2. Enter or query an employee.

3. Choose the Others button.

4. Select Absence.

Or:

1. Choose People -> Fastpath -> Absence Information in the Navigator.

Additional Information for German HR Organizations (Germany)1. Choose Organization -> Define in the Navigator.


3. Select German HR Organization.

Additional Information for German Tax Organizations (Germany)1. Choose Organization -> Define in the Navigator.


3. Place the cursor on the German Tax Office field.

AddressDo one of the following:


2. Enter or query a person.

3. Choose the Address button.

Or:

1. Choose Fastpath -> Address in the Navigator.


Adjust Balance (Payroll)Do one of the following:




3. Choose the Assignment button.

4. Choose the Others button and select Adjust Balance.

Or:

1. Choose Fastpath -> Adjust Balances in the Navigator.


Advanced Criteria1. Choose Benefits Extract -> Criteria Definition in the Navigator.

2. Query or enter a criteria definition and choose the Advanced tab.

3. Select a Criteria Type and choose the Details button.

Agency Appeals (FD)1. Choose Complaints Tracking -> EEO Complaints Tracking

2. Choose the Agency Appeals taskflow button.

Agreement Grades1. Choose Work Structures -> Collective Agreements -> Collective Agreement Grades

in the Navigator.

Alien Data Window (US)1. Choose People -> Enter and Maintain in the Navigator.



4. Choose the Tax Information button.

5. Choose the Alien Data button.

Alter Effective Date1. Choose Tools -> Alter Effective Date from the Tools menu.

Alternative Dispute Resolution (FD)1. Choose Complaints Tracking -> EEO Complaints Tracking

2. Choose the ADR taskflow button.

Appeals (FD)1. Choose Complaints Tracking -> EEO Complaints Tracking

2. Choose the Appeals taskflow button.


Applicant Entry1. Choose Recruitment -> Applicant Quick Entry in the Navigator.

Applicant Interview1. Choose People -> Enter and Maintain in the Navigator.

2. Enter or query an applicant.

3. Choose the Others button and select Application.

4. Choose the Interview button.

ApplicationDo one of the following:



3. Choose the Others button and select Application.

Or:

1. Choose Fastpath -> Application in the Navigator.


Application Utilities Lookups1. Choose Other Definitions -> Application Utilities Lookups in the Navigator.

2. Enter or query a user-defined Type.

Appraisal Template1. Choose Career Management -> Appraisal Template in the Navigator.

Apprenticeship Tax Info (France)1. Choose Work Structures -> Organization -> Description in the Navigator.

Approvals: Grade / Step Progression1. Choose Work Structures -> Grade ->Progression Approval.

Approved Requests for Personnel Action (FD)1. Choose Request for Personnel Action -> Cancellation/Correction

ASSEDIC Information (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


2. Enter or query an Establishment.

3. Choose the Others button and select ASSEDIC Information.

Assessment Template1. Choose Career Management -> Assessment Template in the Navigator.

Assign Security Profiles1. Choose Security -> Assign Security Profiles in the Navigator.

AssignmentDo one of the following:




Or:

1. Choose Fastpath -> Assignment in the Navigator.


Assignment Budget ValuesDo one of the following:


2. Enter or query an applicant or an employee.


For an applicant:

• Choose the Others button and select Application.

• Choose the Budgets button.

For an employee:

• Choose the Assignment button.

• Choose the Others button and select Budget Values.

Or:

1. Choose Fastpath -> Assignment Budget in the Navigator.


Assignment Criteria1. Choose Payroll -> Assignment Set in the Navigator.

2. Enter or query an assignment set.


3. Choose the Criteria button.

Assignment Folder1. Choose View -> Lists -> Assignment Folder in the Navigator.

Assignment History1. Choose View -> Histories -> Employee Assignment in the Navigator.

Assignment Processes1. Choose View -> Payroll Process Results in the Navigator.

2. Enter or query a payroll process.

3. Choose the Assignment Process button.

Assignment Set1. Choose Payroll -> Assignment Set in the Navigator.

Assignment Statuses1. Choose Work Structures -> Status in the Navigator.

Aubry I Rebate (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Aubry I Rebate.

Aubry II Rebate (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Aubry II Rebate.

Australian Information (AU)1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Australian Information tabbed region.

Authentication Activities (Advanced Benefits)1. Choose Total Compensation -> General Definitions -> Authentication Activities

in the Navigator.


Award/One-Time Payment (FD)1. Choose Request for Personnel Action -> Award/One-Time Payment

Awards and Decorations pages (France)1. Choose People -> Awards and Decorations in the Navigator

Balance (Payroll)1. Choose Total Compensation -> Basic -> Balance in the Navigator.

Balance Classifications (Payroll)1. Choose Total Compensation -> Basic -> Balance in the Navigator.

2. Enter or query a balance.

3. Choose the Classifications button.

Balance Dimensions (Payroll)1. Choose Total Compensation -> Basic -> Balance in the Navigator.

2. Enter or query a balance.

3. Choose the Dimensions button.

Balance Feed Control (Payroll)1. Choose Total Compensation -> Basic -> Element Description in the Navigator.

2. Enter or query an element.

3. Choose the Balance Feed Control button.

Balance Feeds (Payroll)Note: This instance of the Balance Feeds window lets you select morethan one balance for the element to feed.

1. Choose Total Compensation -> Basic -> Element Description in the Navigator.


3. Choose the Balance Feeds button.

Bargaining Unit (for a Constituency)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a constituency.

3. Choose the Others button and select Bargaining Unit.


Batch Assignment Entry1. Choose Mass Information eXchange: MIX -> Batch Element Entry in the Navigator.

2. Enter or query a batch header.

3. Choose the Assignment Lines button.

Batch Header1. Choose Mass Information eXchange: MIX -> Batch Element Entry in the Navigator.

Batch Lines1. Choose Mass Information eXchange: MIX -> Batch Element Entry in the Navigator.


3. Choose the Element Lines button.

Batch Process Parameters (Advanced Benefits)1. Choose Processes and Reports -> Batch Process Parameters in the Navigator.

Batch Summary1. Choose Mass Information eXchange: MIX -> BEE Summary in the Navigator.

Belgian Tax Information (Belgium)1. Choose People -> Enter and Maintain in the Navigator.




Beneficiaries (US)1. Choose People -> Enter and Maintain in the Navigator.

2. Enter or query an employee or applicant.

3. Choose the Others button and select Contact.

4. Choose the Entries button.

5. Select the element representing the benefit for which you are entering a beneficiary.

6. Choose the Others button and select Beneficiary.

Beneficiary Certifications1. Choose Total Compensation -> Programs and Plans -> Plan Enrollment


2. Query a plan.


3. Choose the Designations tab.

4. Choose the Beneficiary tab.

5. Choose the Certifications button.

Benefit Contributions (US, CA)1. Choose Total Compensation -> Basic -> Benefit Contributions in the Navigator.

Benefits Assignment1. Choose People -> Total Comp Participation -> Person Benefits Assignment in the

Navigator.

Benefits Authentication Form (Advanced Benefits) (US, UK, CA)1. Choose People -> Total Comp Contribution -> Benefits Authentication Form in the

Navigator.

Benefits Balances1. Choose Total Compensation -> General Definitions -> Eligibility/Rate Factors

-> Benefits Balances in the Navigator.

Benefits Group1. Choose Total Compensation -> General Definitions -> Eligibility/Rate Factors ->

Benefits Group in the Navigator.

Benefits Pools (Advanced Benefits)1. Choose Total Compensation -> Rate/Coverage Definitions -> Benefits Pools in the

Navigator.

Benefits Service Center (Advanced Benefits)1. Choose People -> Benefits Service Center in the Navigator.

Book Events1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select Bookings.

Budget1. Choose Work Structures -> Budget ->Budget Details in the Navigator.

2. In the resulting Find window, query the budget.


3. Select a budget version.

4. Choose the Open button.

Budget Characteristics1. Choose Work Structures -> Budget -> Budget Characteristics in the Navigator.

Budget DetailsNote: Follow these steps if you are entering a budget that is not routedfor approval.

1. Choose Work Structures -> Budget ->Budget Details in the Navigator.


3. Select a budget version.

4. Choose the Open button.

5. Select a line item in the budget and choose the Periods button.

Note: Follow these steps if you are routing a budget for approvalthrough a hierarchy of approvers.

6. Choose Work Structures -> Budget ->Worksheet in the Navigator.

7. Define the properties of the worksheet.

8. Choose the Create Worksheet button.

9. Edit the worksheet by entering values for budget line items.

10. Choose the Periods button.

Budget Reallocation1. Choose Work Structures -> Budget ->Budget Reallocation in the Navigator.

Budget Set1. Choose Work Structures -> Budget ->Budget Set in the Navigator.

Budget Value Defaults1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a Business Group.

3. Choose the Others button and select Budget Value Defaults.

Budgetary Calendar1. Choose Work Structures -> Budget -> Budget Calendar in the Navigator.


Budgets1. Choose Work Structures -> Budget ->Budget Details in the Navigator.


Business Group Information1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Business Group Information.

Cadre Life Insurance TA (France)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a Company.

3. Choose the Others button and select Cadre Life Insurance TA.

Calendar1. Choose Customer and Supplier Maintenance -> Calendar in the Navigator.

Calendar (UK)1. Choose SSP/SMP -> SSP Qualifying Patterns in the Navigator.

2. Enter or query a pattern.

3. Choose the Calendars button.

Calendar Usages (UK)1. Choose SSP/SMP -> SSP Qualifying Patterns in the Navigator.



4. Choose the Calendar Usages button.

Career Path Names1. Choose Work Structures -> Job -> Path Name in the Navigator.

Certifications1. Choose Total Compensation -> Programs and Plans -> Plan Enrollment



3. Choose the General tab.

4. Choose the Plan or Option tab.



Chamber Contribution Information (Germany)1. Choose Organization -> Define in the Navigator.


3. Select German Chamber Tax.

Change Event Log1. Choose Mass Information eXchange -> System Extract -> Change Event Log in the

Navigator.

Change in Data Element (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in Data Element.

Change in Duty Station (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in Duty Station.

Change in FEGLI (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in FEGLI.

Change in Hours (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in Hours.

Change in Retirement Plan (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in Retirement

Plan.

Change in SCD (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in SCD.

Change in Tenure (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in Tenure.

Change in Veterans Preference (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in Veterans

Preference.


Change in Work Schedule (FD)1. Choose Request for Personnel Action -> Change Actions -> Change in Work

Schedule.

Change to Lower Grade (FD)1. Choose Request for Personnel Action -> Salary Change -> Change to Lower Grade

Choose Set of Books1. Choose Customer and Suppler Maintenance -> Choose Set of Books in the Navigator.

Cities (US, CA)1. Choose Other Definitions -> Cities in the Navigator.

City Tax Rules <Employee> (US)1. Choose People -> Enter and Maintain in the Navigator.


3. Chose the Tax Information button.

4. Choose the Tax information button from the Federal Tax Rules <Employee> window.

5. Choose the Tax information button from the State Tax Rules <Employee> window.

6. Choose the Tax information button from the County Tax Rules <Employee> window.

Claims (FD)1. Choose Complaints Tracking -> EEO Complaints Tracking

2. Choose the Claims taskflow button.

COBRA Benefits (Basic Benefits) (US)1. Choose People -> Enter and Maintain in the Navigator.



4. Choose the Others button and select COBRA.

5. Enter or query a qualifying event.

6. Choose the Benefits button.

COBRA Coverage (Basic Benefits) (US)1. Choose People -> Enter and Maintain in the Navigator.





COBRA Payments (Basic Benefits) (US)1. Choose People -> Enter and Maintain in the Navigator.





6. Choose the Payments button.

COBRA Statuses (Basic Benefits) (US)1. Choose People -> Enter and Maintain in the Navigator.





6. Choose the Statuses button.

Collapse Life Events1. Choose Total Compensation -> General Definitions ->Additional Setup -> Collapse

Life Events in the Navigator.

Collective Agreements1. Choose Work Structures -> Collective Agreements ->Define Collective Agreements

in the Navigator.

Collective Agreement Entitlements1. Choose Work Structures -> Collective Agreements ->Define Collective Agreements

in the Navigator.

2. Query a collective agreement.

3. Choose the Entitlements button.

Collective Agreement Entitlement Items1. Choose Work Structures -> Collective Agreements ->Define Entitlement Items

in the Navigator.

Collective Agreement Grades (for a Constituency)1. Choose Work Structures -> Organization -> Description in the Navigator.



3. Choose the Others button and select Collective Agreement Grades.

Collective Agreement and Grade Progression ResultsDo one of the following:




4. Choose the Others button and select Collective Agreement and Grade ProgressionResults.

Collective Agreement Retained RightsDo one of the following:




4. Choose the Others button and select Review Retained Rights.

Columns1. Choose Other Definitions -> Table Structure in the Navigator.

2. Enter or query a table.

3. Choose the Columns button.

Committees1. Choose Work Structures ->Organization -> Maintain Committees in the Navigator

Communication Delivery Methods1. Choose Fastpath -> Personal Delivery Method in the Navigator.

Communication Types1. Choose Total Compensation -> General Definitions -> Additional Setup ->

Communication Types in the Navigator.

Communication Type Children1. Choose Total Compensation -> General Definitions -> Additional Setup ->


2. Query a communication type kit.


3. Choose the View Children button.

Communication Type Delivery Methods1. Choose Total Compensation -> General Definitions -> Additional Setup ->


2. Query or enter a communication type.

3. Choose the Delivery button.

Communication Type Triggers1. Choose Total Compensation -> General Definitions -> Additional Setup ->



3. Choose the Triggers button.

Communication Type Usages1. Choose Total Compensation -> General Definitions -> Additional Setup ->



3. Choose the Usages button.

Competence Details1. Choose Career Management -> Assessment Template in the Navigator.

2. Enter or query assessment details.

3. Choose the Competencies button.

Competence Profile1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select Competence Profile.

Or:

1. Choose Fastpath -> Competence Profile in the Navigator.

Competence Qualifications1. Choose Career Management -> Competencies in the Navigator.

2. Enter or query a unit standard competence.

3. Choose the Qualifications button.


Competence Requirements1. Choose Career Management -> Competence Requirements in the Navigator.

Competence Types1. Choose Career Management -> Competence Types in the Navigator.

Competencies1. Choose Career Management -> Competencies in the Navigator.

Complaint People (FD)1. Choose Complaints Tracking -> EEO Complaints Tracking

2. Choose the Complaint People taskflow button.

Complaints(FD)1. Choose Complaints Tracking -> EEO Complaints Tracking

Complementary Pension Tranche 2 (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Complementary Pension Tranche 2.

Concurrent Requests (UK)1. Choose Processes and Reports -> View Requests in the Navigator.

Configurable Business Rules1. Choose Transaction Maintenance Forms -> Configurable Business Rules in the

Navigator.

Consolidation Sets (Payroll)1. Choose Payroll -> Consolidation in the Navigator.

Constituency Information (for a Representative Body)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a representative body.

3. Choose the Others button and select Constituency.


Construction Tax Info (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Construction Tax Info.

ContactDo one of the following:




Or:

1. Choose Fastpath -> Contact in the Navigator.


Contexts1. Choose Security -> Contexts in the Navigator.

ContractDo one of the following:




4. Choose Contracts.

Or:

1. Choose Fastpath -> Contracts in the Navigator.


Contribution History (Def Comp 457) (US)1. Choose View -> Histories ->Entries ->Contribution History

Control Totals1. Choose Mass Information eXchange: MIX -> Batch Element Entry in the Navigator.

2. Choose the Totals button.

Conversion Rate Types1. Choose Payroll -> Conversion Rate Types in the Navigator.


Conversion to Appointment (FD)1. Choose Request for Personnel Action -> Conversion to Appointment

Corps, Grades and Pay Scales (France)1. Choose Total Compensation -> Programs and Plans -> Plan Design Wizard in the

Navigator

2. Select the French Public Sector business area.

Corrective Actions (FD)1. Choose Complaints Tracking -> EEO Complaints Tracking

• Choose the Corrective Actions taskflow button.

CostingDo one of the following:




4. Choose the Others button and select Costing.

Or:

1. Choose Fastpath -> Costing in the Navigator.


Costing Information1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query an organization.

3. Choose the Others button and select Costing.

County Tax Rules <Employee> (US)1. Choose People -> Enter and Maintain in the Navigator.




5. Choose the Tax information button from the State Tax Rules <Employee> window.

Court Orders1. Choose People -> Total Comp Enrollment -> Court Orders in the Navigator.


Coverage Across Plan Types1. Choose Total Compensation -> Rates/Coverage Definitions -> Coverage Across

Plan Types in the Navigator.

Coverage Calculations1. Choose Total Compensation -> Rate/Coverage Definitions -> Coverage Calculations

in the Navigator.

Covered Dependents (CA)1. Choose People -> Enter and Maintain in the Navigator.




Covered Dependents (US)1. Choose People -> Enter and Maintain in the Navigator.




5. Select the element representing the benefit for which you are entering a dependent.

6. Choose the Others button and select Dependents.

Create Batch Lines1. Choose Mass Information eXchange: MIX -> Batch Element Entry in the Navigator.


3. Choose the Assignment Set button.

Criteria Definition1. Choose Mass Information eXchange: MIX -> System Extract -> Criteria Definition

in the Navigator.

Custom Reports1. Choose Processes and Reports -> Submit Custom Reports in the Navigator.

Customer1. Choose Customer and Supplier Maintenance -> Customer in the Navigator.


DADS Files (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select DADS Files.

DADS Types (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


Database Items1. Choose Total Compensation -> Basic -> Write Formulas in the Navigator.

2. Enter or query a formula.

3. Choose the Show Items button.

DateTrack History Change Field Summary1. Choose Tools -> Datetrack History from the Tools menu.

Deduction (Payroll) (US, CA)1. Choose Total Compensation -> Basic -> Deductions in the Navigator.

Define Combinations1. Choose Total Compensation -> Rate/Coverage Definitions -> Combinations in the

Navigator.

Define Extract1. Choose Benefits Extract -> Extract Definition in the Navigator.

Define Function1. Choose Other Definitions -> Formula Functions in the Navigator.

Define QuickPaint Report1. Choose Processes and Reports -> Define a QuickPaint Report in the Navigator.

Define Task Flow1. Choose Security -> Task Flow Definitions in the Navigator.


Define Task Flow Nodes1. Choose Security -> Task Flow Nodes in the Navigator.

Delete Person1. Choose People -> Delete Personal Records in the Navigator.

Denial of Within Grade Increase (FD)1. Choose Request for Personnel Action -> Salary Change -> Denial of Within Grade

Increase

Dependent/Beneficiary DesignationDo one of the following:

1. Choose People -> Total Comp Enrollment -> Benefits Enrollment ->Dependent/Beneficiary Designation in the Navigator.

Or:

1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Flex Programin the Navigator.

2. Query a person.

3. Choose the Designees button.

Dependent CertificationsDo one of the following:

1. Choose Total Compensation -> Programs and Plans -> Program EnrollmentRequirements in the Navigator.

2. Query a program.

3. Choose the Dependent Coverage tabbed region


Or:

1. Choose Total Compensation -> Programs and Plans -> Plan EnrollmentRequirements in the Navigator.

2. Query a plan.

3. Choose the Designations tab.

4. Choose the Dependent tab.


Dependent Change of Life EventDo one of the following:


1. Choose Choose Total Compensation -> Programs and Plans -> Program EnrollmentRequirements in the Navigator.

2. Query a program and choose the Dependent Coverage tabbed region.

3. Choose the Dependent Change of Life Event button.

Or:

1. Choose Choose Total Compensation -> Programs and Plans -> Plan EnrollmentRequirements in the Navigator.

2. Query a plan and choose the Designations tabbed region.



Dependent Change of Life Event CertificationDo one of the following:




4. Select a life event and choose the Dependent Change of Life Event Certificationsbutton.

Or:





5. Select a life event and choose the Dependent Change of Life Event Certificationsbutton.

Dependent Coverage Eligibility Profiles1. Choose Total Compensation -> General Definitions -> Eligibility Profiles ->

Dependent Coverage in the Navigator.

Dependent Eligibility ProfilesDo one of the following:



3. Choose the Eligibility Profiles button.


Or:




4. Choose the Eligibility Profiles button.

Derived Factors1. Choose Total Compensation -> General Definitions -> Eligibility/Rate Factors

-> Derived Factors in the Navigator.

Or:

1. Choose Work Structures -> Collective Agreements -> Define Derived Factors in theNavigator.

Derive Notice Period (Belgium)Do one of the following:



3. Choose the Others button and select End Employment.

4. Choose Derive Notice Period.

Or

Choose FastPath -> End Employment.


6. Choose Derive Notice Period.

Designation RequirementsDo one of the following:

1. Choose Total Compensation -> Programs and Plans -> Options in the Navigator.

2. Query or enter an option.

3. Choose the Designation Requirements button.

Or:

1. Choose Total Compensation -> Programs and Plans -> Plan EnrollmentRequirements in the Navigator.

2. Query a plan.



5. Choose the Designations button.


Disability (Not US, Not CA)Do one of the following:



3. Choose the Others button and select Disabilities.

Or:

1. Choose Fastpath -> Disabilities in the Navigator.


Dynamic Trigger Definition1. Choose Other Definitions -> Dynamic Trigger Definition in the Navigator.

Dynamic Trigger Functional Area Grouping1. Choose Other Definitions -> Dynamic Trigger Functional Area Grouping in the

Navigator.

Duty Stations1. Choose Federal Maintenance Forms -> Duty Stations in the Navigator.

Earnings (Payroll) (US, CA)1. Choose Total Compensation -> Basic -> Earnings in the Navigator.

Edit Formula1. Choose Total Compensation -> Basic -> Write Formulas in the Navigator.

2. Enter or query a formula.

3. Choose the Edit button.

EEO-1 Filing (US)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a Government Reporting Entity (GRE).

3. Choose the Others button and select EEO-1 Filing.

Electable Choices1. Choose People -> Total Comp Participation

2. Choose the Enrollment Opportunities button

3. Choose the Electable Choices button.


Elections1. Choose Work Structures -> Elections

Element1. Choose Total Compensation -> Basic -> Element Description in the Navigator.

Element and Distribution Set1. Choose Payroll -> Element Set in the Navigator.

Element Classifications (Payroll)1. Choose Total Compensation -> Basic -> Classification in the Navigator.

Element EntriesDo one of the following:





Or:

1. Choose Fastpath -> Entries in the Navigator.


Element Link1. Choose Total Compensation -> Basic -> Link in the Navigator.

Element Withholding Reasons (UK)1. Choose SSP/SMP -> Element Withholding Reasons in the Navigator.

EligibilityDo one of the following:

1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.


3. Choose the Plan Eligibility button.

4. Choose the Eligibility button.

Or:

1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.



3. Choose the Options button.

4. Choose the Option Eligibility button.


Or:

1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.

2. Query or enter a program.

3. Choose the Plans and Plan Types button.

4. Choose the Plans tab or the Plan Types tab.

5. Choose the Participation Eligibility button.


Or:





Employee Assignment Processes (Payroll)1. Choose View -> Assignment Process Results in the Navigator.

Employment Certification (Hungary)1. Choose Hungarian Web ADI Reports > Create Document in the Navigator.

Employee ReviewDo one of the following:




4. Choose the Others button and select Reviews.

Or:

1. Choose Fastpath -> Employee Review in the Navigator.


Employee Run Result History (Payroll)1. Choose View -> Histories -> Run Results in the Navigator.

Or:


1. Choose Fastpath -> End Employment in the Navigator.


Employer Identification (US, CA)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Employer Identification

Employment Declaration (AU)1. Choose People -> Enter and Maintain in the Navigator.



4. Choose the Declaration button.

Employment Equity Information1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query an Organization.

3. Position the cursor in the Organization Classifications Name field.

4. Select the Business Group from the List of Values.

5. Position the cursor in the Field with the entry Business Group.


7. Select Employment Equity Information and click OK.

8. Double-click in the FlexField to display the window.

Employment History (UK)1. Choose FastPath -> Employment History in the Navigator.

End Application1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select End Application.

Or:

1. Choose Fastpath -> End Application in the Navigator.



End EmploymentDo one of the following:




Or:

1. Choose Fastpath -> End Employment in the Navigator.

Enrollment Action (Advanced Benefits)1. Choose Total Compensation -> General Definitions -> Additional Setup ->

Enrollment Action Types in the Navigator.

Enrollment Opportunities1. Choose People -> Total Comp Participation

2. Choose the Enrollment Opportunities button.

Enrollment Override1. Choose People -> Total Comp Enrollment -> Enrollment Override in the Navigator.

Enrollment Rules1. Choose Total Compensation -> Programs and Plans -> Plan Enrollment



3. Choose the Timing tab.

4. Choose the Scheduled tab or the Life Event tab.

5. Choose the Enrollment Rules button.

Enter Contingent Workers1. Choose People -> Maintain Using Templates -> Enter Contingent Workers in the

Navigator.

Enter Employees1. Choose People -> Maintain Using Templates -> Enter Employees in the Navigator.

Entry Values1. Choose People -> Enter and Maintain in the Navigator.





5. Select an entry and choose the Entry Values button.

Establishment EEO-1 Filing (US)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a Reporting Establishment.

3. Choose the Others button and select Establishment EEO-1 Filing.

Establishment VETS-100 Filing (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Establishment VETS-100 Filing.

Event BookingsDo one of the following:

1. Choose People -> Events and Bookings in the Navigator.

Or:

1. Choose Fastpath -> Event in the Navigator.


Event Groups1. Choose Total Compensation -> Basic -> Event Groups in the Navigator.

Extension of NTE (FD)1. Choose Request for Personnel Action -> Extension of NTE

External/Manual Payments (Payroll)Do one of the following:




4. Choose the Others button and select External Pay.

Or:

1. Choose Fastpath -> External/Manual Payments in the Navigator.



Extra Details of ServiceDo one of the following:




4. Choose the Others button and select Extra Details of Service.

Or:

1. Choose Fastpath -> Extra Details of Service.


Extra Element Information1. Choose Total Compensation -> Basic -> Element Description in the Navigator.


3. Choose the Extra Information button.

Extra Person Information (FD)1. Choose People -> Enter and Maintain


3. Choose the Others button and select Extra Information.

Extra Person Information Window (US)1. Choose People -> Enter and Maintain in the Navigator.



4. Choose Extra Information.

5. Choose a Type.

6. Choose Details.

Extract Definition1. Choose Mass Information Exchange -> System Extract -> Extract Definition in the

Navigator.

Extract Results1. Choose Mass Information eXchange -> System Extract -> Extract Results in the

Navigator.


Extract Results Details1. Choose Mass Information eXchange -> System Extract -> Extract Results in the

Navigator.

2. Query an extract run result and choose the Details button.

Extract Results Errors1. Choose Mass Information eXchange -> System Extract -> Extract Results in the

Navigator.

2. Query an extract run result and choose the Errors and Warnings button.

Extract Results Header and Trailer1. Choose Mass Information eXchange -> System Extract -> Extract Results in the

Navigator.

2. Query an extract run result and choose the Header and Trailer button.

Families, Nature of Action (FD)1. Choose Federal Maintenance Forms -> Families and NOA Families.

Federal Tax Information <Employee> (CA)Do one of the following:





5. Select the Federal Tax Information region (if not already selected).

Or:

1. Choose People -> Fastpath -> Tax Sign-up in the Navigator.

2. In the resulting Find window, query an employee.

3. Select the Federal Tax Information region.

Federal Tax Rules (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Federal Tax Rules

Federal Tax Rules <Employee> (US)1. Choose People -> Enter and Maintain in the Navigator.




File Layout Advanced Conditions (US, UK, CA)1. Choose Benefits Extract -> Layout Definition in the Navigator.

2. Choose the File Layout tab and query or enter a file layout.

3. Select a record and choose the Advanced Conditions button.

File Layout Include Conditions1. Choose Mass Information eXchange -> System Extract -> Layout Definition in the

Navigator.

2. Choose the File Layout tab and query or enter a file layout.

3. Select a record and choose the Include Conditions button.

Financials Options1. Choose Customer and Supplier Maintenance -> Financials Options in the Navigator.

Flex Credits (Advanced Benefits)1. Choose Total Compensation -> Rate/Coverage Definitions -> Flex Credits in the

Navigator.

Flex Program (Advanced Benefits)1. Choose People -> Total Comp Enrollment -> Flex Program in the Navigator.

Form 941 Information (US)1. Choose View -> Tax Information -> Form 941 Information in the Navigator.

Form Customization1. Choose Security -> CustomForm in the Navigator.

Forms Configurator - see People Management Configurator

Formula1. Choose Total Compensation -> Basic -> Write Formulas in the Navigator.

Formula Result Rules (Payroll):1. Choose Total Compensation -> Basic -> Formula Results in the Navigator.


Forward Notification To (FD)1. Choose Workflow Inbox

2. Choose a notification and then choose the Reroute button.

Frequency Rules (Payroll)1. Choose Total Compensation -> Basic -> Element Description in the Navigator.


3. Choose the Frequency Rules button.

Funding Distribution1. Choose Work Structures -> Budget -> Worksheet in the Navigator.

2. Choose the Periods button to open the Budget Details window.

3. Choose the Budget Sets tab.

4. Choose the Budget Set Distribution button.

GL Daily Rates1. Choose Payroll -> GL Daily Rates in the Navigator.

GL Daily Rates (US, CA)1. Choose Total Compensation -> Basic -> Global Values in the Navigator.

GL Map (Payroll)1. Choose Payroll -> GL Flexfield Map in the Navigator.

Globals1. Choose Total Compensation -> Basic -> Global Values in the Navigator.

Global Pay Scale1. Choose Work Structures -> Grade -> Global Pay Scale in the Navigator.

Global Security Profile1. Choose Security -> Global Security Profiles in the Navigator.

Goods and Services1. Choose Total Compensation -> General Definitions -> Additional Setup -> Goods

and Services in the Navigator.


Grade Rate1. Choose Work Structures -> Grade -> Grade Rate in the Navigator.

Grade Scale1. Choose Work Structures -> Grade -> Grade Steps and Points in the Navigator.

Grade Step PlacementDo one of the following:




4. Choose the Others button and select Grade Step.

Or:

1. Choose Fastpath -> Grade Step in the Navigator.


Grades1. Choose Work Structures -> Grade -> Description in the Navigator.

Grades (for a Constituency)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Grades.

GREs and other information <Employee> (CA)1. Choose People -> Enter and Maintain in the Navigator.



4. Select the GREs and other information region.

Hiring Applicants1. Choose People -> Maintain Using Templates -> Hire Applicants in the Navigator.

Hungarian Absence Report (Hungary)1. Choose Hungarian Web ADI Reports > Create Document in the Navigator.


Imputed Income1. Choose Total Compensation -> Rate/Coverage Definitions -> Imputed Income

in the Navigator.

Information Type Security (US, UK, CA)1. Choose Security -> Information Types Security in the Navigator.

Information Type Security (FD)1. Choose Security -> Information Types

Input Values1. Choose Total Compensation -> Basic -> Element Description in the Navigator.


3. Choose the Input Values button.

Insurance Provider (for a Company) (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Insurance Provider.

Insurance Provider (for an Establishment) (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Insurance Providers.

Insurance Provider Information (France)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a Pension Provider.

3. Choose the Others button and select Insurance Provider Information.

Investment Options1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Savings Plan

in the Navigator.

2. Query a person.

3. Choose the Investment Options button.


Job1. Choose Work Structures -> Job -> Description in the Navigator.

Jobs (for a Constituency)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Jobs.

Job Evaluation1. Choose Work Structures -> Job -> Description in the Navigator.

2. Enter or query a job.

3. Choose the Evaluation button.

Job Grade (CA)1. Choose Work Structures -> Job -> Job Grade in the Navigator.

Job Groups1. Choose Work Structures -> Job -> Job Groups in the Navigator.

Job Requirements1. Choose Work Structures -> Job -> Description in the Navigator.

2. Enter or query a job.

3. Choose the Requirements button.

KR Mass Assignment Update1. Choose People -> Mass Updates for Person -> Mass Update of CWK and Employee

Assignments in the Navigator.

KR Mass Employee Assignment Update1. Choose People -> Mass Updates for Person -> KR Mass Update of Employee


Layout Definition1. Choose Benefits Extract -> Layout Definition in the Navigator.

Legal Employer Information (AU)1. Choose Work Structures -> Organization -> Description in the Navigator.



3. Select GRE/Legal Entity and choose the Others button.

4. Select Legal Employer.

5. Click in the blank field.

Letter (for letters)1. Choose Work Structures -> Recruitment Letter Type in the Navigator.

Letter (for contracts)1. Choose Work Structures -> Contract Letter Type in the Navigator.

Life EventDo one of the following:



3. Choose the Plan and Plan Types button.

4. Choose the Plans tab or the Plan Types tab.

5. Choose the Life Event button.

Or:



3. Choose the Life Event button.

Life Event Certifications1. Choose Total Compensation -> Programs and Plans -> Plan Enrollment





5. Choose the Life Event Certifications button.

Life Event Reason Impact on Eligibility (Advanced Benefits)1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.



4. Choose the Life Event Eligibility button.


Life Event Reasons1. Choose Total Compensation -> General Definitions -> Additional Setup -> Life

Event Reasons in the Navigator.

Limit Rules (Payroll) (US)1. Choose View -> Wage Attachments -> Limit Rules in the Navigator.

Link Input Values1. Choose Total Compensation -> Basic -> Link in the Navigator.


3. Choose the Input Values button.

List Assignments1. Choose View -> Lists -> Assignments in the Navigator.

List Budget Variance by Organization (AU)1. Choose View -> Organization Budgets in the Navigator.

List Employees by Absence Type1. Choose View -> Lists -> Employees by Absence Type in the Navigator.

List Employees by Element1. Choose View -> Lists -> Employees by Element in the Navigator.

List Employees by Organization1. Choose View -> Lists -> Employees by Organization in the Navigator.

List Employees by Position1. Choose View -> Lists -> Employees by Position in the Navigator.

List Employees by Position Hierarchy1. Choose View -> Lists -> Emps by Position Hierarchy in the Navigator.

List People by Assignment1. Choose View -> Lists -> People by Assignment in the Navigator.


List People by Special Information1. Choose View -> Lists -> People by Special Information in the Navigator.

Local Tax Rules (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Local Tax Rules.

Locality Pay (FD)1. Choose Request for Personnel Action -> Salary Change -> Locality Pay

Location1. Choose Work Structures -> Location in the Navigator.

Locations (for a Constituency)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Locations.

Lookups1. Choose Other Definitions -> Application Utilities Lookups in the Navigator.

Maintain Contingent Workers1. Choose People -> Maintain Using Templates -> Maintain Contingent Workers

in the Navigator.

Maintain Employees1. Choose People -> Maintain Using Templates -> Maintain Employees in the

Navigator.

Maintain On Line Activities (Advanced Benefits)1. Choose Total Compensation -> General Definitions ->Authentication Activities

in the Navigator.

Maintain Options Eligibility1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.




4. Choose the Option Eligibility button.

Maintain Plan Eligibility1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.


3. Choose the Plan Eligibility button.

Maintain Plan Options1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.



Maintain Plan Related Details1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.


3. Choose the Details button.

Maintain Pop Up Messages (Advanced Benefits)1. Choose Total Compensation -> General Definitions -> Message Configuration

in the Navigator.

Maintain Visa Window (US)1. Choose People -> Maintain Using Templates ->Maintain Visa in the Navigator.

2. Choose an employee.

Manual Payments1. Choose People -> Total Comp Contribution -> Manual Payments in the Navigator.

Map Career Path1. Choose Work Structures -> Job -> Career Path in the Navigator.

Map Salary Survey (US, UK, CA)1. Choose Work Structures -> Position -> Description in the Navigator.

2. Complete the Position window and save your work.

3. Choose the Define Survey Map button.

Or:


1. Choose Work Structures -> Job -> Description in the Navigator.

2. Complete the Job window and save your work.

3. Choose the Define Salary Map button.

Mass Applicant Assignment Update1. Choose People -> Mass Updates for Person -> Mass Update of Applicant


Mass Assignment Update1. Choose People -> Mass Updates for Person -> Mass Update of Assignments in the

Navigator.

Mass Awards (FD)1. Choose Mass Actions ->Mass Awards

2. Choose Preview Mass Awards

Mass Employee Assignment Update1. Choose People -> Mass Updates for Person -> Mass Update of Employee


Mass Move1. Choose Work Structures -> Position -> Mass Move in the Navigator.

Mass Move - Assignments1. Choose Work Structures -> Position -> Mass Move in the Navigator.

2. Complete the Mass Move window and save your work.

3. Choose the Positions button.

4. Complete the Find Positions window.

5. Choose the Find button.

6. Complete the Mass Move - Positions window.

7. Choose the Assignments button.

Mass Move - Messages1. Choose Work Structures -> Position -> Mass Move in the Navigator.



4. Complete the Find Positions window and choose the Find button.


5. Complete the Mass Move - Positions window and choose the Assignments button.

6. Complete the Mass Move - Assignments window and close it.

7. From the Mass Move - Positions window, choose the Valid Grades button.

8. Complete the Valid Grades window and close it.

9. Close the Mass Move - Positions window.

10. From the Mass Move window, choose the Execute button.

11. If the Status field shows In Error or Complete with Warnings, a Message buttonappears.

12. If the Message button appears, choose it to view messages in the Mass Move- Messages window.

Note: Alternatively, you can view messages for saved (but not yetsuccessfully executed) mass moves as follows:

13. Choose Work Structures -> Position -> Mass Move in the Navigator.

14. Enter the name of the saved mass move in the Description field.

15. When the Mass Move window is populated with data and the Message buttonappears, choose the Message button .

Mass Move - Positions1. Choose Work Structures -> Position -> Mass Move in the Navigator.

2. Complete the Mass Move window.

3. Save your work.


5. In the resulting Find Positions window, select or enter a Source Job and SourcePosition.


Mass Move - Valid Grades1. Choose Work Structures -> Position -> Mass Move in the Navigator.



4. Complete the Find Positions window.


6. Complete the Mass Move - Positions window.

7. Choose the Valid Grades button.

Mass Position Update1. Choose Work Structures -> Position -> Mass Position Update


Mass Realignment (FD)1. Choose Mass Actions ->Mass Realignment

2. Choose Preview Mass Realignment

Mass Salary (FD)1. Choose Mass Actions ->Mass Salary

2. Choose Preview Mass Salary

Mass Transfer In (FD)1. Choose Mass Actions ->Mass Transfer In i

2. Choose Preview Mass Transfer In

Mass Transfer Out (FD)1. Choose Mass Actions ->Mass Transfer Out

2. Choose Preview Mass Transfer Out

Mass UK Applicant Ass Update1. Choose People -> Mass Updates for Person -> Mass Update of Applicant


Mass UK Assignment Update1. Choose People -> Mass Updates for Person -> Mass Update of Assignments in the

Navigator.

Mass UK Employee Assignment Update1. Choose People -> Mass Updates for Person -> Mass Update of Employee


Mass Update of Applicants1. Choose Recruitment -> Mass Update of Applicants in the Navigator.

Maternity (UK)1. Choose SSP/SMP ->Person Details in the Navigator.


3. Choose the Maternity button.


Maternity Evidence (UK)1. Choose SSP/SMP ->Person Details in the Navigator.


3. Choose the Absence button.

4. Enter or query a maternity absence.

5. Choose the Evidence button.

Maternity Pay (UK)1. Choose SSP/SMP ->Person Details in the Navigator.



4. Enter or query a maternity absence.

5. Choose the SSP/SMP button.

MD/DDS Nurse Pay (FD)1. Choose Request for Personnel Action -> Salary Change -> MDDDS Nurse Pay

Medical AssessmentsDo one of the following:



3. Choose the Others button and select Medical Assessments.

Or:

1. Choose Fastpath -> Medical Assessments in the Navigator.


Messages1. Choose Mass Information eXchange: MIX -> Batch Element Entry in the Navigator.

2. Choose the Messages button.

Message Configuration (Advanced Benefits)1. Choose Total Compensation -> General Definitions -> Message Configuration

in the Navigator.

Mileage Element Template (UK)1. Choose Total Compensation -> Basic -> Mileage Element Template in the Navigator.


Miscellaneous Plan1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Miscellaneous

Plan in the Navigator.

MIX Batch Header1. Choose Mass Information eXchange: MIX -> Batch Element Entry in the Navigator.

Monitor Batch Processes (Advanced Benefits)1. Choose Processes and Reports -> Monitor Batch Processes in the Navigator.

Monthly Participant Premium1. Choose People -> Total Comp Contribution -> Monthly Participant Premium in the

Navigator.

Monthly Plan or Option Premium1. Choose -> People -> Total Comp Contribution -> Monthly Premium in the Navigator.

Multiple Worksite Reporting (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Multiple Worksite Reporting

NACHA Rules (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select NACHA Rules

Name Change (FD)1. Choose Request for Personnel Action -> Change Actions -> Name Change i

Nature of Action Legal Authorities (FD)1. Choose Request for Personnel Action -> Federal Maintenance Forms -> NOA Legal

Authorities.

Net Calculation Rules1. Choose Total Compensation -> Basic -> Accrual Plans in the Navigator.

2. Enter or query an accrual plan name.


3. Choose the Net Calculation Rules button.

New Hire Reporting (US)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a GRE.


4. Select New Hire Reporting

New Zealand Information (NZ)1. Choose People -> Enter and Maintain.



4. Choose the New Zealand Information tab.

NOA Codes and Remarks (FD)1. Choose Federal Maintenance Forms -> NOA Codes and Remarks

Non-Flex Program1. Choose People -> Total Comp Enrollment -> Non-Flex Program in the Navigator.

Non Pay / Non Duty Status (FD)1. Choose Request for Personnel Action -> Non Pay / Non Duty Status

Notifications (FD)1. Choose Request for Personnel Action -> Workflow Inbox

Notifications Summary (FD)Do one of the following:

1. Choose Workflow Inbox

NQF Assessment (South Africa)1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select NQF Assessment.


NQF Learnership Agreements (South Africa)1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select NQF Learnership Agreements.

NQF Qualification Titles (South Africa)

NQF Training (South Africa)1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select NQF Training.

Options1. Choose Total Compensation -> Programs and Plans -> Options in the Navigator.

Organization1. Choose Work Structures -> Organization -> Description in the Navigator.

Organization Hierarchy1. Choose Work Structures -> Organization -> Hierarchy in the Navigator.

Organization Hierarchy Diagrammer1. Choose Work Structures -> Organization -> Diagrammer in the Navigator.

Organization Hierarchies (for a Constituency)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Organization Hierarchies.

Organization Manager Relationship1. Choose Work Structures -> Organization -> Organization Manager in the Navigator.

Organizational Payment Method1. Choose Payroll -> Payment Methods in the Navigator.


Organizations (for a Constituency)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Organizations.

Other Pay (FD)1. Choose Request for Personnel Action -> Salary Change -> Other Pay

Other Rates1. Choose People -> Total Comp Enrollment -> Non-Flex Program in the Navigator.

2. Query a person.

3. Choose the Others button and select Other Rates.

Outcomes Achieved1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select Competence Profile.

4. Select a unit standard competence and choose the Outcomes Achieved button.

Or:

1. Choose Fastpath -> Competencies in the Navigator.

2. Query a person.

3. Select a unit standard competence and choose the Outcomes Achieved button.

Outcomes and Assessment Criteria1. Choose Career Management -> Competencies in the Navigator.

2. Enter or query a unit standard competence.

3. Choose the Outcomes button.

P45 (Payroll) (UK)Do one of the following:




4. Choose the Others button and select Tax Information.

Or:

1. Choose FastPath -> UK P45 Form in the Navigator.



Parent Organization1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Parent Organization.

Part Time Rebate (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Part Time Rebate.

Participant1. Choose Total Compensation -> General Definitions -> Eligibility Profiles ->

Participant in the Navigator.

Participation Eligibility Profiles1. Choose Total Compensation -> General Definitions -> Eligibility Profiles ->

Participation Eligibility Profiles

Or:

1. Choose Work Structures -> Collective Agreements -> Define Eligibility Profilesin the Navigator.

Participation Overrides (Advanced Benefits)1. Choose People -> Total Comp Participation -> Participation Overrides in the

Navigator.

Pattern (UK)1. Choose SSP/SMP -> SSP Qualifying Patterns in the Navigator.

Pattern Time Units (UK)1. Choose SSP/SMP -> Pattern Time Units in the Navigator.

Pay Adjustment (FD)1. Choose Request for Personnel Action -> Salary Change -> Pay Adjustment.

Pay Advice Report (Payroll) (UK)Do one of the following:





4. Choose the Others button and select Statement of Earnings.

Or:

1. Choose FastPath -> Statement of Earnings in the Navigator.


Pay Plans (FD)1. Choose Request for Personnel Action -> Federal Maintenance Forms -> Pay Plans.

Pay Scale1. Choose Work Structures -> Grade -> Pay Scale in the Navigator.

Payment Schedule1. Choose Total Compensation -> Rates/Coverage Definitions -> Flex Credits in the

Navigator.

2. Query or enter a flex credit definition and choose the Processing tabbed region.

3. Choose the Payment Schedule button.

Payments1. Choose People -> Total Comp Contribution -> Record Contribution or Distribution

2. Choose the View Payments window.

Payroll1. Choose Payroll -> Description in the Navigator.

Payroll Balances (UK)1. Choose Work Structures -> Organization -> Description in the Navigator

2. Enter or query a Business Group

3. Choose the Others button and select Payroll Balances

Payroll Elements (UK)1. Choose Work Structures -> Organization -> Description in the Navigator


3. Choose the Others button and select Payroll Elements


Payroll Processes (Payroll)1. Choose View -> Payroll Process Results in the Navigator.

Pension Provider (for a Company) (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Pension Provider.

Pension Provider (for an Establishment)(France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Pension Providers.

Pension Provider Information (France)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a Pension Provider.

3. Choose the Others button and select Pension Provider Information.

Pension Schemes (Hungary)1. Choose Total Compensation -> Basic in the Navigator.

2. Choose Pension Schemes.

People1. Choose People -> Enter and Maintain in the Navigator.

People Folder1. Choose View -> Lists -> People Folder in the Navigator.

People Management Configurator (formerly Forms Configurator)1. Choose Security -> People Management Configurator in the Navigator.

Performance1. Choose People -> Enter and Maintain in the Navigator.

2. Enter or query an employee, and choose the Assignment button.

3. Choose the Salary button.

4. Choose the Performance button.


Or:


2. Enter or query an employee, and choose the Assignment button.

3. Choose the Others button and select Performance.

Period Dates1. Choose Payroll -> Description in the Navigator.

2. Enter or query a payroll.

3. Choose the Period Dates button.

Period-to-Date LimitsDo one of the following:

1. Choose Total Compensation -> General Definitions -> Rate/Coverage Definitions ->Period-to-Date Limits in the Navigator.

Or:

1. Choose Total Compensation -> Rates/Coverage Definitions -> Flex Credits in theNavigator.


3. Choose the Activity Rate button.

4. Choose the Period to Date Limit button.

Period Types1. Choose Other Definitions -> Time Periods in the Navigator.

Person Benefits Assignment1. Choose People -> Total Comp Participation -> Person Benefits Assignment

Person Benefits Balances1. Choose People -> Total Comp Participation -> Person Benefits Balances in the

Navigator.

Person Changes1. Choose Total Compensation -> General Definitions -> Additional Setup -> Life


2. Query or enter a life event.

3. Choose the Person Changes button.

4. Choose the Define Person Change button.


Person Changes Cause Life Events1. Choose Total Compensation -> General Definitions -> Additional Setup -> Life



3. Choose the Person Changes button.

Person Communications (Advanced Benefits)1. Choose People -> Total Comp Enrollment -> Enrollment Process -> Person

Communications in the Navigator.

Person Enrollment Action Items (Advanced Benefits)Do one of the following:

1. Choose People -> Total Comp Enrollment -> Enrollment Process -> PersonEnrollment Action Items in the Navigator.

Or:


2. Query a person.

3. Choose the Action Items button.

Person Enrollment Certificates (Advanced Benefits) (CA)1. Choose People -> Enrollment Process -> Person Enrollment Certificates in the

Navigator.

Person Enrollment Certifications (Advanced Benefits)Do one of the following:

1. Choose People -> Total Comp Enrollment -> Enrollment Process -> PersonEnrollment Certifications in the Navigator.

Or:


2. Query a person.


Person Life Events

Person Life Events1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Person Life

Events


Or (Advanced Benefits):

Choose People -> Total Comp Enrollment -> Enrollment Process -> Person LifeEvents

Person Primary Care Provider1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Person Primary

Care Provider in the Navigator.

Person Summary (FD)1. Choose Person Summary

Person Types1. Choose Other Definitions -> Person Types in the Navigator.

Person Type Usage1. Choose Fastpath -> Person Type Usage in the Navigator.

Personal Payment MethodDo one of the following:




4. Choose the Pay Method button, or choose the Others button and select Pay Method.

Or:

1. Choose Fastpath -> Pay Method in the Navigator.


Phone NumbersDo one of the following:




4. Choose Phones.

Or:

1. Choose Fastpath -> Phones in the Navigator.



PictureDo one of the following:

1. Choose People -> Enter and Maintain in the Navigator


3. Choose the Picture button.

Or:

1. Choose Fastpath -> Picture in the Navigator.


Plan and Plan Type1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.



Plan Design Copy1. Choose Total Compensation -> Programs and Plans -> Plan Design Copy in the

Navigator.

Plan Design Wizard1. Choose Total Compensation - > Programs and Plans -> Plan Design Wizard

Plan Enrollment Requirements1. Choose Total Compensation -> Programs and Plans -> Plan Enrollment


Plan in Program Participation Eligibility1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.



4. Choose the Plans tab.


Plan Reimbursement1. Choose Total Compensation -> General Definitions -> Programs and Plans -> Plan

Reimbursement in the Navigator.


Plan Type Participation Eligibility1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.



4. Choose the Plan Type tab.


Plan Types1. Choose Total Compensation -> Programs and Plans -> Plan Types in the Navigator.

Plans1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.

Position1. Choose Work Structures -> Position -> Description in the Navigator.

Position (FD)1. Choose Work Structures -> Position -> Description

Position Abolish (FD)1. Choose Request for Personnel Action -> Federal Position -> Abolish

Position Change (FD)1. Choose Request for Personnel Action -> Federal Position Change

Position Copy1. Choose Work Structures -> Position -> Position Copy in the Navigator.

Position Copy (FD)1. Choose Work Structures -> Position -> Description

Position Description (FD)1. Choose Federal Position Description in the Navigator.

Position Description Routing History (FD)1. Choose Position Description -> Reference button


Position Establish (FD)1. Choose Request for Personnel Action -> Federal Position -> Establish

Position Evaluation1. Choose Work Structures -> Position -> Description in the Navigator.

2. Enter or query a position.

3. Choose the Evaluation button.

Position Hierarchy1. Choose Work Structures -> Position -> Hierarchy in the Navigator.

Position Hierarchy1. Choose Work Structures -> Position -> Diagrammer in the Navigator.

Position Occupancy Folder1. Choose Work Structures -> Position -> Description in the Navigator.

2. Query a position.

3. Choose the Occupancy button.

Position Reporting To1. Choose Work Structures -> Position -> Description in the Navigator.


3. Choose the Reporting To button.

Position Requirements1. Choose Work Structures -> Position -> Description in the Navigator.


3. Choose the Requirements button.

Position Review (FD)1. Choose Request for Personnel Action -> Federal Position -> Review

Position Transaction1. Choose Work Structures -> Position -> Position Transaction in the Navigator.


Possible Certifications1. Choose People -> Total Comp Participation

2. Choose the Enrollment Opportunities button.

3. Choose the Electable Choices button

4. Choose the Possible Certifications button

Postal/Zip1. Choose Total Compensation -> General Definitions -> Eligibility/Rate Factors ->

Postal/Zip in the Navigator.

Previous Employment1. Choose People -> Enter and Maintain in the navigator

2. Query a person.


4. Select Previous Employment.

Previous Services Validation pages (France)1. Choose People ->Services Validation in the Navigator

Primary Care ProvidersDo one of the following:

1. Choose People -> Total Comp Enrollment -> Person Primary Care Provider

Or:

1. Choose People -> Total Comp Enrollment -> Flex Program in the Navigator.

2. Query a person.

3. Choose the Care Providers button.

Prior Employment SSP (SSP1L) (UK)1. Choose SSP/SMP ->Person Details in the Navigator.


3. Choose the SSP1L button.

Process Log1. Choose Processes and Reports -> Process Log in the Navigator.


Program/Plan Years1. Choose Total Compensation -> General Definitions -> Additional Setup ->

Program/Plan Years in the Navigator.

Programs1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.

Program Enrollment Requirements1. Choose Total Compensation -> General Definitions -> Programs and Plans ->

Program Enrollment Requirements in the Navigator.

Program Participation Eligibility1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.



Program Waive Certifications1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.



4. Choose the Plan Types tab.

5. Choose the Waive button.

6. Choose the Waive Certification button.

Program Waive Reasons1. Choose Total Compensation -> Programs and Plans -> Programs in the Navigator.



4. Choose the Plan Types tab.

5. Choose the Waive button.

Promotion (FD)1. Choose Request for Personnel Action -> Salary Change -> Promotion

Provincial Employment Standard (CA)1. Choose Work Structures -> Organization -> Description in the Navigator.




4. Select the Business Group from the List of Values.

5. Position the cursor in the field with the entry Business Group.


7. Select Provincial Employment Standard and click OK.


Provincial Reporting Info. (CA)1. Choose Work Structures -> Organization -> Description in the Navigator.



4. Select GRE/Legal Entity from the List of Values.

5. Position the cursor in the field with the entry GRE/Legal Entity.


7. Select Provincial Reporting Info and click OK.


Provincial Tax Information <Employee> (CA)Do one of the following:





5. Select the Provincial Tax Information region.

Or:

1. Choose People -> Fastpath -> Tax Sign-up in the Navigator.


3. Select the Provincial Tax Information region.

Qualification Competencies1. Choose Career Management -> Qualification Types in the Navigator.

2. Enter or select a Qualifications Framework qualification.

3. Choose the Competencies button.

Qualification Types1. Choose Career Management -> Qualification Types in the Navigator.


Qualifications1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select Qualifications.

Or:

1. Choose Fastpath -> Qualifications in the Navigator.

Quality Increase (FD)1. Choose Request for Personnel Action -> Salary Change -> Quality Increase

QuickPaint Inquiry1. Choose Processes and Reports -> Run a QuickPaint Report in the Navigator.

2. Query a report that has been run.

3. Choose the View Report button.

QuickPay (Payroll)Do one of the following:




4. Choose the Others button and select QuickPay.

Or:

1. Choose Fastpath -> QuickPay in the Navigator.


Rating Scales1. Choose Career Management -> Rating Scales in the Navigator.

Realignment (FD)1. Choose Request for Personnel Action -> Realignment

Reassignment (FD)1. Choose Request for Personnel Action -> Reassignment

Record Continuing Benefits Payments1. Choose People -> Total Comp Contribution -> Record Continuing Benefits Payments

in the Navigator.


Record Layout Advanced Conditions (US, UK)1. Choose Benefits Extract -> Layout Definition in the Navigator.

2. Choose the Record Layout tab and query or enter a record layout.

3. Select a Data Element and choose the Advanced Conditions button.

Record Layout Include Conditions1. Choose Mass Information eXchange -> System Extract -> Layout Definition in the

Navigator.


3. Select a Data Element and choose the Include Conditions button.

Recruit / Fill (FD)1. Choose Request for Personnel Action -> Recruit / Fill

Recruiting For1. Choose Recruitment -> Recruitment Activity in the Navigator.

2. Enter or query a recruitment activity.

3. Choose the Recruiting For button.

Recruitment Activity1. Choose Recruitment -> Recruitment Activity in the Navigator.

Reduction in Force Retention Register (FD)1. Choose Reduction in Force (RIF).

Registered Employer Information (NZ)1. Choose Work Structures -> Organization -> Hierarchy.


3. Select GRE/Legal Entity in the Organization Classification region.

4. Choose Others -> Registered Employer.

Regulations1. Choose Total Compensation -> General Definitions -> Additional Setup ->

Regulations in the Navigator.


Regulatory Bodies and Regulations1. Choose Total Compensation -> General Definitions -> Additional Setup -> Reporting

Groups in the Navigator.

2. Query or enter a reporting group.

3. Choose the Plan Regulatory Bodies and Regulations button.

Reimbursements Requests (Advanced Benefits)1. Choose People -> Total Comp Distribution -> Reimbursements Requests in the

Navigator.

Related Person Changes1. Choose Total Compensation -> General Definitions -> Additional Setup -> Life



3. Choose the Related Person Changes button.

4. Choose the Define Related Person Change button.

Related Person Changes Cause Life Events (Advanced Benefits)1. Choose Total Compensation -> General Definitions -> Additional Setup -> Life



3. Choose the Related Person Changes button.

Remark Codes and Descriptions (FD)1. Choose Request for Personnel Action -> Federal Maintenance Forms -> Remark

Codes and Descriptions.

Reporting Categories (CA)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Reporting Categories.

Reporting Groups1. Choose Total Compensation -> General Definitions -> Additional Setup -> Reporting

Groups in the Navigator.

Reporting Statuses (CA)1. Choose Work Structures -> Organization -> Description in the Navigator.



3. Choose the Others button and select Reporting Statuses.

Representative Body1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Representative Body.

Representative Body (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Representative Body.

Request for Personnel Action (FD)1. Choose Request for Personnel Action

Request Letter1. Choose Recruitment -> Request Recruitment Letter in the Navigator.

Request Set1. Choose Security -> Report Sets in the Navigator.

Requisition and Vacancy1. Choose Recruitment -> Requisition and Vacancy in the Navigator.

Restricted Form Process Methods (FD)1. Choose Request for Personnel Action -> Federal Maintenance Forms -> Short Form

/ Restricted Data.

RetroPay Set (Payroll)1. Choose Payroll -> RetroPay Set in the Navigator.

Return to Duty (FD)1. Choose Request for Personnel Action -> Return to Duty

Reverse Payroll Run (Payroll)Do one of the following:





4. Choose the Others button and select Reverse Run.

Or:

1. Choose Fastpath -> Reverse Payroll Run in the Navigator.


RIF Exception (FD)1. Choose Request for Personnel Action -> RIF Exception.

Robien Rebate (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Robien Rebate.

Roles1. Choose Transaction Maintenance Forms -> Roles in the Navigator.

Routing1. Choose Work Structures -> Position -> Position Transaction in the Navigator.

2. Choose Save from the File menu.

Or:

1. Choose Work Structures -> Budget -> Budget Worksheet in the Navigator.



Routing Group and Groupbox Details (FD)1. Choose Request for Personnel Action -> Federal Maintenance Forms -> Routing

Groups and Groupboxes.

Routing Group and Routing List Details (FD)1. Choose Request for Personnel Action -> Federal Maintenance Forms -> Routing Lists.

Routing History (FD)Do one of the following:

1. Choose Request for Personnel Action -> Reference button.


Or

Open the Workflow inbox and select a notification.

2. Choose Routing History button.

Routing Lists1. Choose Transaction Maintenance Forms ->Routing Lists in the Navigator.

Rows1. Choose Other Definitions -> Table Structure in the Navigator.

2. Enter or query a table.

3. Choose the Rows button.

Run QuickPaint Report1. Choose Processes and Reports -> Run a QuickPaint Report in the Navigator.

Salary AdministrationDo one of the following:




4. Choose the Salary button.

Or:

1. Choose Fastpath -> Salary in the Navigator.


Salary Basis1. Choose Total Compensation -> Basic -> Salary Basis in the Navigator.

Salary HistoryDo one of the following:

1. Choose View -> Histories -> Salary in the Navigator.


3. Select an employee assignment and choose the Salary History button.

Or:

1. Choose Fastpath -> Salary History in the Navigator.



Salary Management Folder1. Choose People -> Salary Management in the Navigator.

Salary Surveys1. Choose Total Compensation -> Basic -> Salary Survey in the Navigator.

Salary Tax Info (France)1. Choose Work Structures -> Organization -> Description in the Navigator.

Savings Plan1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Savings Plan

in the Navigator.

Savings Plan (UK)1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Savings Plan

in the Navigator.


3. Select a Data Element and choose the Include Conditions button.

Scale Rate1. Choose Work Structures -> Grade -> Point Values in the Navigator.

Schedules (UK)1. Choose SSP/SMP -> SSP Qualifying Patterns in the Navigator.



4. Choose the Schedules button.

Schools and Colleges1. Choose Career Management -> Schools and Colleges in the Navigator.

Schools and Colleges Attended1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select Schools/Colleges.


Secondary StatusesDo one of the following:


2. Enter or query an applicant or employee.


For an applicant:

• Choose the Others button and select Application.

• Choose the Secondary Status button.

For an employee:

• Choose the Assignment button.

• Choose the Others button and select Secondary Status.

Or:

1. Choose Fastpath -> Secondary Status in the Navigator.


Security Groups (UK)1. Choose Security -> Security Groups in the Navigator.

Security Profile1. Choose Security -> Profile in the Navigator.

Seniority pages (France)1. Choose Other Definitions -> Seniority in the Navigator

Separation (FD)1. Choose Request for Personnel Action -> Separation

Service Areas1. Choose Total Compensation -> General Definitions -> Eligibility/Rate Factors ->

Service Areas in the Navigator.

Set of Books1. Choose Customer and Supplier Maintenance -> Set of Books in the Navigator.

Sickness Control Rules (UK)1. Choose Work Structures -> Organization -> Description in the Navigator.



3. Choose the Others button and select Sickness Control Rules.

Sickness Evidence (UK)1. Choose SSP/SMP -> Person Details in the Navigator.



4. Enter or query a sickness absence.

5. Choose the Evidence button.

Sickness Pay (UK)1. Choose SSP/SMP -> Person Details in the Navigator.



4. Enter or query a sickness absence.

5. Choose the SSP/SMP button.

Social Insurance Information (Germany)1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Social Insurance Information button.

Social Security Information (Spain)1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Social Security Information button.

Or:

1. Choose Fastpath -> Social Security Information in the Navigator.


Social Security Rebate (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Social Security Rebate.


Sort1. Choose Mass Information eXchange -> System Extract -> Layout Definition in the

Navigator.

2. Choose the File Layout tab and select a Record Name.

3. Choose the Sort button.

Special InformationDo one of the following:



3. Choose the Special Info button.

Or:

1. Choose Fastpath -> Special Information in the Navigator.


Special Information Types1. Choose Other Definitions -> Special Information Types in the Navigator.

Special Rates1. Choose People -> Total Comp Enrollment -> Benefits Enrollment -> Flex Program

in the Navigator.

2. Query a person.

3. Choose the Special Rates button.

SQWL Employer Rules (1) (Payroll) (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select SQWL Employer Rules (1)

SQWL Employer Rules (2) (Payroll) (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select SQWL Employer Rules (2)

SQWL Generic Transmitter Rules (Payroll) (US)1. Choose Work Structures -> Organization -> Description in the Navigator.



3. Choose the Others button and select SQWL Generic Transmitter Rules

SQWL State-Specific Transmitter Rules (Payroll) (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select SQWL State Transmitter Rules

Standard Distributions/Contributions (US)1. Choose Total Compensation -> General Definitions -> Rate/Coverage Definitions ->

Standard Distributions/Contributions in the Navigator.

Standard Holiday Absences <Employee> (CA)Do one of the following:




4. Select Standard Holiday Absences.

Or:

1. Choose People -> Fastpath -> Statutory Holidays in the Navigator.


Standard Rates1. Choose Total Compensation -> General Definitions -> Rate/Coverage Definitions ->

Standard Rates in the Navigator.

Standard Holiday Absences (FR)1. Choose FastPath -> Standard Holiday Absences

State Tax Rules (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select State Tax Rules.

State Tax Rules <Employee> (US)1. Choose People -> Enter and Maintain in the Navigator.





Statement of Earnings (Payroll) (US)Do one of the following:

1. Choose View -> Assignment Process Results

2. Choose the SOE Report button.

Or:




4. Choose the Others button and select Statement of Earnings.

Or:

1. Choose Fastpath -> US Statement of Earnings in the Navigator.


Statement of Earnings (AU)1. Choose People -> Enter and Maintain.

2. Query a person.

3. Choose Assignment -> Others -> Statement of Earnings.

Or:

1. Choose People -> Enter and Maintain.

2. Query a person.

3. Choose Assignment -> Others -> QuickPay.

4. Choose View Results -> Statement of Earnings.

Or:

1. Choose FastPath -> Statement of Earnings.

2. Enter employee details.

Statement of Earnings (New Zealand) (NZ)1. Choose People -> Enter and Maintain.

2. Query a person.

3. Choose Assignment -> Others -> Statement of Earnings.

Or:

1. Choose People -> Enter and Maintain.

2. Query a person.

3. Choose Assignment -> Others -> QuickPay.


4. Choose View Results -> Statement of Earnings.

Or:

1. Choose FastPath -> Statement of Earnings.

2. Enter employee details.

Statutory Holiday Absences1. Choose FastPath -> Statutory Holiday Absences in the Navigator

Statutory Situations1. Choose Work Structures -> Statutory Situations in the Navigator.

Step Adjustment (FD)1. Choose Request for Personnel Action -> Salary Change -> Step Adjustment

Step Increase with Pay (FD)1. Choose Request for Personnel Action -> Salary Change -> Step Increase with Pay

Submit a New Request1. Choose Processes and Reports -> Submit Processes and Reports in the Navigator.

2. Select Single Request or a Request Set.

Superannuation Fund Information (AU)1. Choose Work Structures -> Organization -> Description.


3. Select Payee Organization and choose the Others button.

4. Click in the blank field.

Supplementary Roles1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select Supplementary Roles.

Supplier1. Choose Customer and Supplier Maintenance -> Supplier in the Navigator.


System Options1. Choose Customer and Supplier Maintenance -> System Options in the Navigator.

Table Event Updates (UK)1. Choose Other Definitions -> Table Event Updates in the Navigator.

Table Structure1. Choose Other Definitions -> Table Structure in the Navigator.

Table Values1. Choose Other Definitions -> Table Values in the Navigator.

Taxation Information (New Zealand) (NZ)1. Choose People -> Enter and Maintain.




5. Select PAYE Information in the Element Name column.

6. Click on the Entry Values button.

Tax Information (Germany)1. Choose People -> Enter and Maintain in the Navigator.



Tax Information (Ireland)1. Choose People -> Enter and Maintain in the Navigator.



Tax Information (Spain)Do one of the following:




Or:


1. Choose Fastpath -> Tax Information in the Navigator.


TerminateDo one of the following:




Terminate Applicant1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select End Application.

Or:

1. Choose Fastpath -> End Application in the Navigator.


Termination of Grade Retention (FD)1. Choose Request for Personnel Action -> Salary Change -> Termination of Grade

Retention

Termination of Interim WGI (FD)1. Choose Request for Personnel Action -> Salary Change -> Termination of Interim

WGI

Termination Payments (AU)1. Choose FastPath -> Termination Payments.

Transaction Categories1. Choose Transaction Maintenance Forms -> Transaction Categories in the Navigator.

Transaction Category Wizard1. Choose Maintenance Forms -> Transaction Category Wizard.

Transaction Status1. Choose Security -> Transaction Status in the Navigator


Transaction Templates1. Choose Transaction Maintenance Forms ->Transaction Templates in the Navigator.

Transport Tax Info (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Transport Tax Info.

Unions Processing1. Choose Total Compensation -> Basic -> Union Element Creation Template.

Update Payroll Run (Payroll)1. Choose Payroll -> Update Payroll Run in the Navigator.

URSSAF Center Information (France)1. Choose Work Structures -> Organization -> Description in the Navigator.

2. Enter or query a URSSAF Center.

3. Choose the Others button and select URSSAF Center Information.

URSSAF Information (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select URSSAF.

User Types and Statuses1. Choose Other Definitions ->User Types and Statuses

Valid Grades (for jobs)1. Choose Work Structures in the Navigator.

2. Choose either Job -> Description or Position -> Description.

3. Enter or query a job or position.

4. Choose the Valid Grades button.

Valid Payment Methods1. Choose Payroll -> Description in the Navigator.

2. Enter or query a payroll.


3. Choose the Valid Payment Methods button.

Variable Rate Profiles1. Choose Total Compensation -> General Definitions -> Rate/Coverage Definitions ->

Variable Rate Profiles in the Navigator.

VETS-100 Filing (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select VETS-100 Filing.

Vehicle Data Entry (UK)1. Choose Total Compensation -> Basic -> Vehicle Data Entry in the Navigator.

View Absence History1. Choose View -> Histories -> Absence in the Navigator.

View Earnings and Deductions Balances (US, CA)Do one of the following:

1. Choose View -> Employee Balances in the Navigator.

2. Select an employee assignment and choose the Balances button.

Or:

1. Choose Fastpath -> Employee Balances in the Navigator.


View Element Entry History for Employee1. Choose View -> Histories -> Entries in the Navigator.


3. Select an employee assignment and choose the Entry History button.

View Employee Dental, Medical and Vision Benefits (US)1. Choose View -> Employee Benefits in the Navigator.


3. Select an employee assignment and choose the View Benefits button.

View Employee Grade Comparatio1. Choose View -> Grade Comparatio in the Navigator.


View Enrollment Results1. Choose People -> Total Comp Enrollment -> Benefits Enrollment Enrollment -> View

Enrollment Results in the Navigator.

View Participation Information (Advanced Benefits)1. Choose People -> Total Comp Participation -> View Participation Information

in the Navigator.

View Program Structure1. Choose Total Compensation -> Programs and Plans -> View Program Structure

in the Navigator.

View Run Messages (Payroll)1. Choose View -> System Messages in the Navigator.

View Tax Balances (US, CA)Do one of the following:

1. Choose View -> Tax Information -> Tax Balances in the Navigator.

2. Select an employee assignment and choose the Balances button.

Or:

1. Choose Fastpath -> Tax Balances in the Navigator.


View Vacancies1. Choose View -> Vacancies in the Navigator.

Visa Data Template1. Choose People -> Maintain Using Templates -> Maintain Visa Information

W2 Reporting Rules (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select W2 Reporting Rules.

W941 (Payroll) (US)1. Choose View -> Tax Information-> Form 941 Information in the Navigator


Wage Attachment Earnings Rules (US)1. Choose Total Compensation -> Wage Attachment -> Earnings Rules in the Navigator.

Wage Attachment Exemption Rules (US)1. Choose Total Compensation -> Wage Attachment -> Exemption Rules in the

Navigator.

Wage Attachment Limit Rules (US)1. Choose Total Compensation -> Wage Attachment -> Limit Rules in the Navigator.

Waive Participation (Advanced Benefits)1. Choose People -> Total Comp Participation -> Waive Participation in the Navigator.

Waiving1. Choose Total Compensation -> Programs and Plans -> Plans in the Navigator.


3. Choose the Waiving button.

WC Codes and Rates (US)1. Choose Work Structures -> Job -> Workers Compensation Rates in the Navigator

Welfare Tax Info (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Welfare Tax Info.

What-if Eligibility (Advanced Benefits)1. Choose People -> Total Comp Participation -> What-if Eligibility in the Navigator.

Work Accident Info (France)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Work Accident Info.

Work Choices (Job and Position)1. Choose Work Structures -> Job or Position -> Description in the Navigator.

2. Enter or query a job or position.


3. Choose the Work Choices button.

Work Choices (Person)1. Choose People -> Enter and Maintain in the Navigator.


3. Choose the Others button and select Work Choices.

Work Day Information1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Work Day Information.

Work IncidentDo one of the following:



3. Choose the Others button and select Work Incidents.

Or:

1. Choose Fastpath -> Work Incidents in the Navigator.


Work Schedule (US, CA)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Work Schedule.

Work Site Filing (US)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. Choose the Others button and select Work Site Filing.

Worker’s Compensation (US)1. Choose Work Structures -> Job -> Workers Compensation Codes in the Navigator

Worksheet1. Choose Work Structures ->Budget ->Worksheet in the Navigator.


2. Define the properties of the worksheet.

3. Choose the Create Worksheet button.

Worksheet Characteristics1. Choose Work Structures ->Budget ->Worksheet in the Navigator.

ZA ACB Installation Information (South Africa)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. In Organization Classification, select Business Group.

4. Choose the Others button and select ZA ACB Installation Information.

ZA Tax File Creator Information (South Africa)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. In Organization Classification, select Business Group.

4. Choose the Others button and select ZA Tax File Creator Info.

ZA Tax Information (South Africa)1. Choose Work Structures -> Organization -> Description in the Navigator.


3. In Organization Classification, select GRE/Legal Entity.

4. Choose the Others button and select ZA Tax Information.


BReports and Processes in Oracle HRMS

This section shows the default reports and processes in Oracle HRMS as they aresupplied. The responsibility that you use determines which reports you can use andhow you access them.

The reports are divided into functional areas, as follows:

• Organization Structures, page B- 2

• Jobs and Positions, page B- 2

• People Budgets and Costing, page B- 4

• Employment Agreements and Legal Compliance, page B- 6

• Recruiting and Hiring, page B-10

• People Management, page B-21

• Competencies, Qualifications and Development, page B-40

• Learning Management, page B-41

• General Compensation Structures, page B-46

• Salary and Grade Related Pay and Progression, page B-47

• Compensation and Awards Management, page B-53

• Leave and Absence Management, page B-54

• Health and Welfare Management, page B-57

• Other Payroll Earnings and Deductions, page B-57

• Payrolls, page B-58

• Payroll Payment and Distributions, page B-58

• Payroll Statutory Deductions and Reporting, page B-61

• Payroll Processing and Analysis, page B-66

• Payroll Event Rules, page B-71

• Deploy Self Service Capability, page B-71

• Workforce Intelligence, page B-71

This is followed by the list of processes, page B-71.

Reports and Processes in Oracle HRMS B-1

Reports

Organization Structures

Location Occupancy Report (FD)

Lists all employees that currently or have at one time occupied a Location from the dateyou specify to the date the report is run

Organization Hierarchy Report

The organizations and optionally their managers below a selected position in a particularhierarchy.

Organization Workforce Report (HRMSi)

This report investigates the performance of your organizations as measured bythe increase and decrease in workforce over a selected time period. Click on theorganization name in the table to investigate the workforce changes for a particularorganization, using the Workforce Summary Analysis report.

Jobs and Positions

Employee Job and Position Detail – Employee Work Choices by Job

This worksheet enables you to analyze deployment factors for jobs, people in specificjobs, and job applicants.

Employee Job and Position Detail – Employee Work Choices by Position

This worksheet enables you to analyze deployment factors for positions, people inspecific positions, and position applicants.

Employee Job and Position Detail – Employee by Job and Position

This worksheet enables you to analyze assignment details for employees within anorganization by job and position.

Job and Position Special Information Detail – Job and Position Special Information

This worksheet enables you to analyze special information types associated with jobsand positions.

Job and Position Skills Matching Report

Lists of employees, applicants or both that meet some or all skill requirements of a jobor position.

Mass Realignment Deselection (FD)

Lists employees deselected for realignment

Mass Realignment PA Listing for All (FD)

Notification of Personnel Action in list form for employees selected for a realignment.

B-2 Oracle HRMS Payroll Processing Management Guide

Mass Realignment PA Listing for Employee (FD)

Notification of Personnel Action in list form for an individual employee selected for arealignment.

Mass Realignment Preview (FD)

Lists employees selected for a realignment

Mass Transfer In Deselection (FD)

Lists employees deselected for a Transfer In action

Mass Transfer In PA Listing for All (FD)

Notification of Personnel Action in list form for employees selected for a Transfer Inaction

Mass Transfer In PA List for Employee (FD)

Notification of Personnel Action in list form for an individual employee selected for aTransfer In action

Mass Transfer In Preview (FD)

Lists employees selected for a Transfer In action

Mass Transfer Out Deselection (FD)

Lists employees deselected for a Transfer Out action

Mass Transfer Out PA Listing for All (FD)

Notification of Personnel Action in list form for employees selected for a Transfer Outaction

Mass Transfer Out PA List for Employee (FD)

Notification of Personnel Action in list form for an individual employee selected for aTransfer Out action

Mass Transfer Out Preview (FD)

Lists employees selected for a Transfer Out action

Organization Separation Report (HRMSi)

This report investigates the performance of your best and worst organizations basedon the workforce separation. This can be an absolute figure or a percentage of theworkforce for the organization. If you click on the organization name in the table youcan investigate the workforce changes for an organization.

Position Description (FD)

Lists the details of an approved position classification


Position Hierarchy Report

The positions and optionally their holders below a selected position in a particularhierarchy.

Pre Hire Report (Payroll) (France)

This report has to be delivered to an establishment’s local URSSAF center when a personis about to become a new employee in that establishment.

Reduction in Force Retention Register (FD)

Lists selected employees

Re-integration Actions Report (Netherlands)

Lists all re-integration actions for employees.

People Budgets and Costing

Budget Period Position Detail Report

Lists the status of all Positions that are part of a specific Budget.

Employee Budget (Non Positional Control) Status – by Grade (HRMSi)

This report investigates the difference between budgeted and actual workforce fordifferent grades in your enterprise.

Employee Budget (Non Positional Control) Status – by Job (HRMSi)

This report investigates the difference between budgeted and actual workforce fordifferent jobs for your enterprise.

Employee Budget (Non Positional Control) Status – by Organization (HRMSi)

This report investigates the difference between budgeted and actual workforce foryour enterprise.

Employee Budget (Non Positional Control) Status – by Position (HRMSi)

This report investigates the difference between budgeted and actual workforce fordifferent positions for your enterprise.

Employee Budget Trend – by Grade (HRMSi)

This report investigates the difference between budgeted and actual workforce fordifferent grades in your enterprise.

Employee Budget Trend – by Job (HRMSi)

This report investigates the difference between budgeted and actual workforce fordifferent jobs for your enterprise.

Employee Budget Trend – by Organization (HRMSi)

This report investigates the difference between budgeted and actual workforce foryour enterprise.


Employee Budget Trend – by Position (HRMSi)

This report investigates the difference between budgeted and actual workforce fordifferent positions for your enterprise.

Entity Element Summary

Use this report if you administer position control budgets. The report lists the budgetstatus for a pay element and entity for a specified time interval.

Headcount Budget Trend (HRMSi, DBI)

This report shows changes in actual and budgeted employee headcount over time forthe selected top line manager.

Organization Budget (Non-Position Control) Report (HRMSi)

This report investigates the performance of your best and worstorganizations. Performance can be measured by a variety of indicators, but forthis report, performance is judged by the variance between the budgeted andactual workforce in each organization. Top organizations are those with the largestvariance. Bottom organizations are those with the least variance.

Note: Non-Position Control reports are based on the budget scheme inuse prior to 11i.PER.G mini-pack.

Organization Budget (Position Control) Report (HRMSi)

This report investigates the performance of your best and worstorganizations. Performance can be measured by a variety of indicators, but forthis report, performance is judged by the variance between the budgeted andactual workforce in each organization. Top organizations are those with the largestvariance. Bottom organizations are those with the least variance.

Note: Position Control reports are based on the budget scheme in usesince the 11i.PER.G mini-pack.

Organizational Position Summary Report

Lists the budget status for all positions within a Position Control Organization.

Position Element Detail Report

Lists the budget status for all budgeted elements for a specific Position and Organization.

Position Element Summary Report

Lists the budget status for an element for all positions in the Business Group.

Position Summary Report

Lists the budget status of all Positions in a specific Organization.

Report Under Budgeted Entities

Run this report if you administer position control budgets. The report lists the positionsthat are under budgeted for the selected organization and all subordinate organizationsin the organization hierarchy.


Report Under Budgeted Positions (Salary)

HRMS still supports this report, run in previous versions for administering positioncontrol budgets. The report lists the positions that are under budgeted for theorganization you select, and all subordinate organizations in the organizationhierarchy. Oracle recommends you use Report Under Budgeted Entities, which adds theability to report on organizations, jobs, and grades, as well as positions.

Social Security Affiliation Archiver (MX)

Mandatory statutory Social Security report that compiles a list of all employee statuschanges for a GRE during a reporting period.

Social Security Affiliation Reports (MX)

Arranges the data generated by the Social Security Affiliation Archiver report into aformat suitable for electronic submission to the Mexican Social Security agencies.

Staffing Budget Details Report

Compares actual staffing level with budgeted levels over a specified period.

Workforce Budget (Non-Position Control) Report (HRMSi)

This report compares the amount of workforce you have budgeted for against theamount of workforce that actually exists. The report enables you to review all theorganizations within a budget. You can select the time period you want to analyze.

Workforce Budget (Position Control) Report (HRMSi)

This report compares the amount of workforce you have budgeted for against theamount of workforce that actually exists. The report enables you to review all theorganizations within a budget. You can select the time period you want to analyze.

Employment Agreements and Legal Compliance

AA/EEO Breakdown Report (FD)

Government required ethnicity and gender breakdown report by Occupational Categoryor Pay Plan

AAP Reports (US)

Provides Job group analysis and workflow analysis reports.

ADA Reports (US)

Shows how your enterprise is responding to the requests of employees with disabilities.

Attestation ASSEDIC Report (Payroll) (FR)

A mandatory report given to an employee on leaving the company. It details specificinformation about their employment.


Bilan Social Report (Payroll) (France)

A statutory report that lists a large number of HR and Payroll related indicators inorder to provide a summary of many aspects affecting a company or establishment’shuman resources in a year.

Compliance (Person, United States Specific) Detail – Detailed Special Information (US)

This Discoverer worksheet enables you to view special employee information foremployees within your organization.

Compliance (Person, United States Specific) Detail – Disabilities (US)

This Discoverer worksheet enables you to view special information concerningemployees with disabilities within your organization.

Compliance (Person, United States Specific) Detail – Disability Accommodations (US)

This Discoverer worksheet enables you to view details about accommodations madefor employees with disabilities across your organization.

Compliance (Person, United States Specific) Detail – OSHA Incidents (US)

This Discoverer worksheet enables you to view details associated with recorded OSHAincidents within your organization.

CPDF Dynamics Report (FD)

Record of the personnel data changes that occurred for the employee during a reportingperiod

CPDF Dynamics Report Transmittal Form (FD)

Transmittal form that accompanies the CPDF Dynamics Report

CPDF OCT Report Transmittal Form (FD)

Transmittal form that accompanies the Organization Component Tracking Report

CPDF Organization Component Tracking Report (FD)

Record of the organizational codes, titles, and hierarchical relationships for organizationswithin an agency as of the last day of the quarterly reporting period

CPDF Status Report (FD)

Record of each employee’s personnel data as of the ending date of a fiscal quarter

CPDF Status Report Transmittal Form (FD)

Transmittal form that accompanies the CPDF Status Report

EEO-1 Reports (US)

The Equal Employment Opportunity reports include the EEO Individual EstablishmentReport, the EEO Headquarters Report, the EEO Establishment Employment Listing, theEEO Consolidated Report, and the EEO-1 Exception Report.


EEO4 Reports (US)

Run this report for state and local governments.

EEO5 Reports (US)

Run this report for the school system or district.

Electronic EEO-1 Report (US)

Generates Equal Employment Opportunity (EEO) reports for your establishmenthierarchy formatted for submission on magnetic media.

Electronic VETS-100 Report (US)

Shows number of special disabled and Vietnam era veterans you employ in each of ninejob categories. Also, show total number of new hires in each job category and number ofnew hires in each category who qualify as Vietnam era veterans.

Employee Equal Opportunity by Job (Multiple Hierarchies, United States Specific) Comparison – byEstablishment Hierarchy (HRMSi)

The Establishment Hierarchy worksheet enables you to report on the number ofemployee primary assignments (male, female, total) for your reporting establishmentsby ethnic origin, location, and job name.

Employee Equal Opportunity by Job (Multiple Hierarchies, United States Specific) Comparison – byOrganization Hierarchy (HRMSi)

The Organization Hierarchy worksheet enables you to report on the number of employeeprimary assignments (male, female, total) for your reporting establishments by ethnicorigin, organization and job name.

Employee Equal Opportunity Exceptions (United States Specific) Detail – Employees OutsideEstablishment Hierarchy (US)

The Employees Outside an Establishment Hierarchy worksheet enables you to analyzewhich employees are at a location that is not in a defined Reporting EstablishmentHierarchy, on a given effective date.

Employee Equal Opportunity Exceptions (United States Specific) Detail – Employees with MissingEqual Opportunity Data (US)

This Discoverer worksheet enables your organization to discover which employeeprimary assignments have missing Ethnic Origin information on a given effectivedate. For example, the report will show if an employee is missing data for employmentcategory or ethnic origin.

Employee Equal Opportunity Exceptions (United States Specific) Detail – Employees Without a Location(US)

The Employees Without a Location Worksheet enables you to analyze which employeeprimary assignments are not assigned a location on a given effective date.


Employee Equal Opportunity for New Hires (Multiple Hierarchies, United States Specific) Detail – byEstablishment Hierarchy (US)

This Discoverer worksheet enables you to list employee new hires within a givenperiod. The workbook output includes the following employee primary assignmentdetails: Job Name, Employee Number, Ethnic Origin, Hire Date, Age at Hire, DateHired, Annual Salary, and Current Annual Salary. The list of employees is for a givenestablishment hierarchy.

Employee Equal Opportunity for New Hires (Multiple Hierarchies, United States Specific) Detail – byOrganization Hierarchy (US)

This Discoverer worksheet enables you to list employee new hires within a givenperiod. The workbook output includes the following employee primary assignmentdetails: Job Name, Employee Number, Ethnic Origin, Hire Date, Age at Hire Date, HiredAnnual Salary, and Current Annual Salary. The list of employees is for a givenorganization hierarchy.

Employee Equal Opportunity for Separations (Multiple Hierarchies, United States Specific) Detail – byEstablishment Hierarchy (US)

The Establishment Hierarchy workbook enables you to report on employee separationsfor a given period. The workbook output includes the following employee primaryassignment details: Job Name, Employee Number, Gender, Hire Date, Actual SeparationDate, and Separation Reason. The worksheet shows a list of employees for a givenestablishment hierarchy.

Employee Equal Opportunity for Separations (Multiple Hierarchies, United States Specific) Detail –by Organization (US)

This workbook enables you to report on employee separations within a given period. Theworkbook output includes the following employee primary assignment details: JobName, Employee Number, Gender, Hire Date, Actual Separation Date, and SeparationReason. The worksheet shows a list of employees for a given Organization Hierarchy.

Employee Equal Opportunity with Salary (Multiple Hierarchies, United States Specific) Detail – byEstablishment Hierarchy (US)

This Discoverer worksheet enables your organization to list employee primaryassignment details including, Job Name, Employee Number, Gender, Ethnic Origin, Hiredate and Salary. The list of employees is for a given Establishment Hierarchy.

Employee Equal Opportunity with Salary (Multiple Hierarchies, United States Specific) Detail – byOrganization Hierarchy (US)

This Discoverer worksheet enables your organization to list employee primaryassignment details including, Job Name, Employee Number, Gender, Ethnic Origin, Hiredate and Salary. The list of employees is for a given Organization Hierarchy.

French D2 Report (Declaration Annuelle Obligatoire D’emploi des Travailleurs Handicapes, de Mutiles deGuerre et Assimiles) (Payroll) (France)

A mandatory report that all establishments with more than 20 employee’s must submiteach year. It contains details about the number of people employed by the establishmentwho are disabled.


IPEDS Reports (Payroll) (US)

The Integrated Post-secondary Education Data System (IPEDS) reports are submittted tothe National Center for Educational Statistics (NCES). The type of institution determineswhich reports you must run.

Mouvements de Main d’Oeuvre Report (Payroll) (France)

A mandatory report that must be produced by each establishment every month. It liststhe people that have joined or left the establishment during that time.

OSHA Reports (US)

Report on work related injuries or illness.

Saudi Disabled Employee Report (SA)

The Saudi Disabled Employee Report creates a list of all the disabled employees inyour organization.

SF-113A Federal Civilian Employment Report (FD)

Summary of federal civilian employment, payroll, and turnover

VETS-100 Reports (US)

Shows number of special disabled and Vietnam era veterans you employ in each of ninejob categories. Also, show total number of new hires in each job category and number ofnew hires in each category who qualify as Vietnam era veterans.

Work Incidents Report (Germany)

The Work Incidents Report enables you to print out a formatted copy of the informationentered in the Work Incidents window.

Recruiting and Hiring

Applicant Detail – Address (iRecruitment)

The Address Worksheet enables you to report on the addresses of your job applicants.

Applicant Detail – by Grade (iRecruitment)

The By Grade Worksheet enables you to report on the applicants who have applied to aspecific grade. Grade Name is a page item on this worksheet so you can group yourresults by the grades for which your applicants have applied.

Applicant Detail – by Job (iRecruitment)

The By Job Worksheet enables you to report on the applicants that have applied for aspecific job. Job Name is a page item on this worksheet so you can group your results bythe jobs for which your applicants have applied.

Applicant Detail – by Location (iRecruitment)

The By Location Worksheet enables you to report on the applicants who have applied toa specific location. Location Name is a page item on this worksheet so you can groupyour results by the locations to which applicants have applied.


Applicant Detail – by Organization (iRecruitment)

The By Organization Worksheet enables you to report on the applicants who haveapplied to a specific organization. Organization Name is a page item on this worksheetso you can group your results by organization.

Applicant Detail – by Position (iRecruitment)

The By Position Worksheet enables you to report on the applicants who have applied fora specific position. Position Name is a page item on this worksheet so you can groupyour results by the positions for which your applicants have applied.

Applicant Detail – by Source Type (iRecruitment)

The By Source Type Worksheet enables you to report where applicants have indicatedthey saw the advertisement for your job. Source Type is a page item on this worksheet soyou can group your results by the source type the applicant indicated.

Applicant Detail – by Vacancy (iRecruitment)

The By Vacancy worksheet enables you to report the applicants who have applied for aparticular vacancy as of the date you select as your effective date. Vacancy Name is apage item on this worksheet so you can group your results by the vacancy for which theapplicant has applied.

Applicant Detail – Competence (iRecruitment)

The Competence Worksheet enables you to report on the competencies your applicantshave indicated they possess. Competencies are entered by your applicants as ‘skills’as part of their account.

Applicant Detail – Detail (iRecruitment)

The Detail worksheet enables you to report on the details of your applicants basedon the parameters you set for the report.

Applicant Detail – Phone (iRecruitment)

The Phone Worksheet enables you to report on the phone numbers of your job applicants.

Applicant Detail – Qualification (iRecruitment)

The Qualification Worksheet enables you to report on the qualifications your applicantshave.

Applicant Detail – School College Attendance (iRecruitment)

The School College Attendance Worksheet enables you to report on the schools andcolleges your job applicants have attended.

Applicant Efficiency (Hires – Manager Hierarchy) PMV report (iRecruitment)

This PMV report measures the average amount of time it takes to fill a vacancy, andalso the average time from filling the vacancy to the employee starting, for employeesstarting in the selected reporting period, for hires within a hiring manager hierarchy.


Applicant Efficiency (Hires – Organization Hierarchy) PMV report (iRecruitment)

This PMV report measures the average amount of time it takes to fill a vacancy, andalso the average time from filling the vacancy to the employee starting, for employeesstarting in the selected reporting period, for hires within an organization hierarchy.

Applicant Fill to Start (Hires – Manager Hierarchy) PMV report (iRecruitment)

This PMV report measures the days between the date that the vacancy was filled and thedate on which the successful applicant becomes an employee for employees starting inthe reporting period, for hires within a hiring manager hierarchy.

Applicant Fill to Start (Hires – Organization Hierarchy) PMV report (iRecruitment)

This PMV report measures the days between the date that the vacancy was filled and thedate on which the successful applicant becomes an employee for employees starting inthe reporting period, for hires within an organization hierarchy.

Applicant Time to Fill (Manager Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the number of days between the start date of the vacancy andthe date upon which the vacancy is filled for employees starting in the reporting periodfor vacancies that are filled in the reporting period, within a hiring manager hierarchy.

Applicant Time to Fill (Organization Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the number of days between the start date of the vacancy andthe date upon which the vacancy is filled for employees starting in the reporting periodfor vacancies that are filled in the reporting period, within an organization hierarchy.

Applicant Time to Start (Manager Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the average number of days between the start of the vacancyand the date upon which the successful applicant becomes an employee, for employeesstarting in the reporting period, within a hiring manager hierarchy.

Applicant Time to Start (Organization Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the average number of days between the start of the vacancyand the date upon which the successful applicant becomes an employee, for employeesstarting in the reporting period, within an organization hierarchy.

Applicant Time to Start Comparison – by Ethnic Origin (United States Specific) (HRMSi) (US)

This worksheet analyses the days required to fill vacancies within a recruitment activityfor ethnic groups in the United States.

Applicant Time to Start Comparison – by Ethnic Origin (United Kingdom Specific) (HRMSi) (UK)

This worksheet analyses the days required to fill vacancies within a recruitment activityfor ethnic groups in the United Kingdom.

Applicant Time to Start Comparison – by Gender (HRMSi)

This worksheet analyses the days required to fill vacancies within a recruitment activityby gender.


Applicant Time to Start Comparison – by Grade (HRMSi)

This worksheet analyses the days required to fill vacancies within a recruitment activityby grade.

Applicant Time to Start Comparison – by Job (HRMSi)

This worksheet analyses the days required to fill vacancies within a recruitment activityby job.

Applicant Time to Start Comparison – by Location (HRMSi)

This worksheet analyses the days required to fill vacancies within a recruitment activityby location.

Applicant Time to Start Comparison – by Organization (HRMSi)

This worksheet analyses the days required to fill vacancies within a recruitment activityby organization.

Applicant Time to Start Comparison – by Vacancy (HRMSi)

This worksheet analyses the days required to fill vacancies within a recruitment activityby vacancy.

Application Status – Age Analysis (HRMSi)

This worksheet enables you to investigate the current age of applicants for a particularvacancy.

Application Status – Applicant Statuses (HRMSi)

This worksheet enables you to investigate the applications that exist for a BusinessGroup, requisition, and recruiter.

Application Status – Recruitment Activity Summary (HRMSi)

This worksheet enables you to investigate recruitment activities within yourBusiness Group. You can analyze the current status of recruitment activities, forexample, the number of new applicants, the number of offers made, and the number ofterminated applicants. You can view recruitment activity information for a BusinessGroup, requisition, vacancy, and recruitment type.

Application Status – Vacancy Summary (HRMSi)

This worksheet enables you to investigate vacancies within your Business Group. Youcan analyze the current status of vacancies, for example, the number of remainingapplicants, the number of new applicants, and the number of terminated applicants. Youcan view vacancy information for a Business Group, recruitment type, and recruitmentactivity.

Application Termination Detail – Termination Details

This Worksheet investigates the reasons your enterprise has terminated applications.


Application Termination Detail – Termination Reasons by Vacancy

This Worksheet investigates the reasons why job applicants have terminated applicationswithin your enterprise.

Candidate Detail – Address (iRecruitment)

The Address Worksheet enables you to report on the addresses of your candidates.

Candidate Detail – Competency (Skill) (iRecruitment)

The Competency (Skill) Worksheet enables you to report on the competencies of yourcandidates. It also includes their level of proficiency. Competencies are entered by yourcandidates as ‘skills’ as part of their account

Candidate Detail – Education (iRecruitment)

The Education Worksheet enables you to report on which schools and colleges yourcandidates have attended and the qualifications they have achieved.

Candidate Detail – Employment History (iRecruitment)

The Employment History Worksheet enables you to report on the previous and currentemployers of your candidates.

Candidate Detail – Job Search Views (iRecruitment)

The Job Search Views Worksheet enables you to report on the saved job searches yourcandidates have set up.

Candidate Detail – Personal Detail (iRecruitment)

The Personal Detail Worksheet enables you to report on the details that your candidateshave entered as part of their iRecruitment account.

Candidate Detail – Phone (iRecruitment)

The Phone Worksheet enables you to report on the phone numbers of your candidates.

Candidate Detail – Qualification (iRecruitment)

The Qualification Worksheet enables you to report on the level of qualifications thatyour candidates have.

Job Posting Content – Posting Detail (iRecruitment)

The Posting Detail worksheet enables you to report on the details of the job postingsthat have been created for your vacancies; for example, job title, job description, andjob requirements.

Recruitment by Authorizer Analysis – Average Days to Recruit by Organization (HRMSi, EDW)

The Average Days to Recruit by Organization worksheet measures both the averagenumber of days from the vacancy start date to hire and from the application date to hire;average values for both measures are given for each organization and overall. Thisinformation is reported for each recruitment authorizer within all top-level employingorganizations during a specific calendar year (the year the applicant was hired).


Recruitment by Authorizer Analysis – Average Days to Recruit by Stage and Job Category (HRMSi, EDW)

The Average Days to Recruit by Stage and Job Category worksheet measures theaverage number of days from the start of the application to each recruitment stage(end of application, first interview, second interview, offer, acceptance, and hire). Thisis reported for each job category and each recruitment authorizer, during a specifiedcalendar year (the year the applicant was hired).

Recruitment by Authorizer Analysis – Average Days to Recruit by Stage and Job (HRMSi, EDW)

The Average Days to Recruit by Stage and Job worksheet measures the averagenumber of days from the start of the application to each recruitment stage (end ofapplication, first interview, second interview, offer, acceptance, and hire). This isreported for each job and for a specified recruitment authorizer, during a specifiedcalendar year (the year the applicant was hired).

Recruitment by Authorizer Analysis – Average Days to Recruit Over Time (HRMSi, EDW)

The Average Days to Recruit Over Time worksheet measures the average number ofdays from both vacancy start date to hire and application date to hire, for the pastthree calendar years and the current calendar year; average values for both measuresare also given. This information is reported for each recruitment authorizer within aspecified top-level employing organization.

Recruitment by Authorizer Analysis – Average Days to Recruit (HRMSi, EDW)

The Average Days to Recruit worksheet measures the average number of days fromboth the vacancy start date to hire and the application date to hire; average values forboth measures are also shown. This information is given for each recruitment authorizerwithin a specified top-level employing organization during a specified calendar year inwhich the applicant was hired.

Recruitment by Authorizer Analysis – Vacancy Activity (HRMSi, EDW)

The Vacancy Activity worksheet provides information for a specified authorizer onthe status of each vacancy. It reports the number of openings, vacancy start and enddates, the number of applicants at each recruitment stage, the average days from vacancystart and application to hire, and the number of openings remaining.

Recruitment by Recruiter Analysis – Average Days to Recruit by Organization (HRMSi, EDW)

The Average Days to Recruit by Organization worksheet measures both the averagenumber of days from the vacancy start date to hire and from the application date to hire;average values for both measures are given for each organization and overall. Thisinformation is reported for each recruiter within all top-level employing organizationsduring a specific calendar year (the year the applicant was hired).

Recruitment by Recruiter Analysis – Average Days to Recruit by Stage and Job Category (HRMSi, EDW)

The Average Days to Recruit by Stage and Job Category worksheet measures the averagenumber of days from the start of the application to each recruitment stage (end ofapplication, first interview, second interview, offer, acceptance, and hire). This isreported for each job category and each recruiter, during a specified calendar year (theyear the applicant was hired).


Recruitment by Recruiter Analysis – Average Days to Recruit by Stage and Job (HRMSi, EDW)

The Average Days to Recruit by Stage and Job worksheet measures the averagenumber of days from the start of the application to each recruitment stage (end ofapplication, first interview, second interview, offer, acceptance, and hire). This isreported for each job and for a specified recruiter, during a specified calendar year (theyear the applicant was hired).

Recruitment by Recruiter Analysis – Average Days to Recruit Over Time (HRMSi, EDW)

The Average Days to Recruit Over Time worksheet measures the average number ofdays from both vacancy start date to hire and application date to hire, for the past threecalendar years and the current calendar year; average values for both measures arealso given. This information is reported for each recruiter within a specified top-levelemploying organization.

Recruitment by Recruiter Analysis – Average Days to Recruit (HRMSi, EDW)

The Average Days to Recruit worksheet measures the average number of days fromboth the application date to hire and the vacancy date to hire; average values forboth measures are also shown. This information is given for each recruiter within aspecified top-level employing organization during a specified calendar year in whichthe applicant was hired.

Recruitment by Recruiter Analysis – Vacancy Activity (HRMSi, EDW)

The Vacancy Activity worksheet provides information for a specified recruiteron the status of each vacancy within a specified period. It reports the number ofopenings, vacancy start and end dates, the number of applicants at each recruitmentstage, the average days from vacancy start and application to hire, and the numberof openings remaining.

Recruitment Efficiency Comparison – Hires vs. Openings Summary (HRMSi)

This worksheet shows the rate of hires in your organization compared to job openings.

Recruitment Efficiency Comparison – Recruitment Activity Ratios (HRMSi)

This worksheet investigates the cost of your recruitment activities.

Recruitment Efficiency Comparison – Vacancy Ratios by Recruitment Activity (HRMSi)

This worksheet investigates how successful specific recruitment activities have been.

Recruitment Efficiency Comparison – Vacancy Ratios (HRMSi)

This worksheet investigates how successful your recruitment has been.

Recruitment Success Report (HRMSi)

This report provides a trend analysis showing the changes in recruitment success overa selected period of time. You can analyze the total number of openings recorded forvacancies, the total number of openings that have been filled, and the PerformanceManagement Framework recruitment success targets.

Requisition Summary Report

Applicants and their interview schedules for a selection of vacancies.


Vacancy Ageing (Manager Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the number of days between the start of the vacancy and thecurrent date, for vacancies within a hiring manager hierarchy.

Vacancy Ageing (Organization Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the number of days between the start of the vacancy and thecurrent date, for vacancies within an organization hierarchy.

Vacancy Detail – by Grade (iRecruitment)

The By Grade worksheet enables you to report on the vacancies that exist with aspecific grade. Grade Name is a page item on this worksheet so you can group yourresults by the vacancy grade.

Vacancy Detail – by Hiring Manager (iRecruitment)

The By Hiring Manager worksheet enables you to report on the vacancies associatedwith each hiring manager. Hiring Manager Name is a page item on this worksheet soyou can group your results by vacancy hiring manager.

Vacancy Detail – by Job (iRecruitment)

The By Job worksheet enables you to report on the vacancies that exist for a specificjob. Job Name is a page item on this worksheet so you can group your results by thevacancy job.

Vacancy Detail – by Location (iRecruitment)

The By Location worksheet enables you to report on the vacancies available at eachlocation. Location Name is a page item on this worksheet so you can group your resultsby the location of the vacancy.

Vacancy Detail – by Organization (iRecruitment)

The By Organization worksheet enables you to report on the vacancies that are availablein each of your organizations.

Vacancy Detail – by Position (iRecruitment)

The By Position worksheet enables you to report on the vacancies that exist for a specificposition. Position Name is a page item on this worksheet so you can group your resultsby vacancy position.

Vacancy Detail – by Recruiter (iRecruitment)

The By Recruiter worksheet enables you to report on the vacancies associated witheach recruiter. Recruiter Name is a page item on this worksheet so you can groupyour results by vacancy recruiter.

Vacancy Detail – by Vacancy Status (iRecruitment)

The By Vacancy Status worksheet enables you to report on the vacancies with eachvacancy status. Vacancy Status is a page item on this worksheet so you can groupyour results by vacancy status.


Vacancy Detail – Detail (iRecruitment)

The Detail Worksheet enables you to report on the details of the vacancies in yourorganization hierarchy.

Vacancy Hire Success (Organization Hierarchy) Template Analytics by Year (HRMSi)

This worksheet enables you to see vacancy success for each year. The templateworksheets provide a starting point for developers to create analytic reports.

Vacancy Hire Success (Organization Hierarchy) Template Analytics Detail (HRMSi)

This worksheet calculates the vacancy success rates for vacancies with the same openingand closing dates, for each organization, location, job, grade, and position. The templateworksheets provide a starting point for developers to create analytic reports.

Vacancy Status (System Defaults – Manager Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the number of vacancies at each vacancy status as of thecurrent date, within a hiring manager hierarchy. These reports only include the vacancystatuses supplied with the application. Any vacancy statuses you have added will notbe taken into account by these reports.

Vacancy Status (System Defaults – Organization Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the number of vacancies at each vacancy status as of thecurrent date, within an organization hierarchy. These reports only include the vacancystatuses supplied with the application. Any vacancy statuses you have added will notbe taken into account by these reports.

Vacancy Success (Organization Hierarchy) Trend Analytics By Bi Month (HRMSi)

This worksheet provides a trend analysis showing the changes in vacancy success over aselected period of time group by bimonthlies.

Vacancy Success (Organization Hierarchy) Trend Analytics By Month (HRMSi)

This worksheet provides a trend analysis showing the changes in vacancy success over aselected period of time group by months.

Vacancy Success (Organization Hierarchy) Trend Analytics By Quarter (HRMSi)

This worksheet provides a trend analysis showing the changes in vacancy success over aselected period of time group by quarters.

Vacancy Success (Organization Hierarchy) Trend Analytics By Semi Year (HRMSi)

This worksheet provides a trend analysis showing the changes in vacancy success over aselected period of time group by semi-years.

Vacancy Success (Organization Hierarchy) Trend Analytics By Year (HRMSi)

This worksheet provides a trend analysis showing the changes in vacancy success over aselected period of time group by years.


Vacancy Success (Organization Hierarchy) Status Analytics by Geography Area (HRMSi)

This worksheet provides a trend analysis showing the changes in vacancy successacross geographical areas.

Vacancy Success (Organization Hierarchy) Status Analytics by Organization (HRMSi)

This worksheet provides a trend analysis showing the changes in vacancy successacross organizations in your enterprise.

Vacancy Time from Fill to Start (Manager Hierarchy) Status (iRecruitment)

This PMV report measures the average number of days between filling a vacancy andthe employee starting, for vacancies that started in the reporting period, and vacancieswithin a hiring manager hierarchy.

Vacancy Time from Fill to Start (Organization Hierarchy) Status (iRecruitment)

This PMV report measures the average number of days between filling a vacancy andthe employee starting, for vacancies that started in the reporting period, and vacancieswithin an organization hierarchy.

Vacancy Time to Start (Manager Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the average number of days between the start of the vacancyand the date upon which the successful applicant becomes an employee, for vacanciesthat start in the reporting period, and vacancies within a hiring manager hierarchy.

Vacancy Time to Start (Organization Hierarchy) Status PMV report (iRecruitment)

This PMV report measures the average number of days between the start of the vacancyand the date upon which the successful applicant becomes an employee, for vacanciesthat start in the reporting period, and vacancies within an organization hierarchy.

Workforce Recruitment Stage Analysis – Average Days to Recruit by Stage and Job Category (HRMSi,EDW)

The Average Days to Recruit by Stage and Job Category worksheet provides recruitmentinformation for each job category in a top-level employing organization within aspecified calendar year. It reports the average number of days from application totermination (the date the application was ended by the employer or applicant), firstinterview, second interview, offer, acceptance, and hire.

Workforce Recruitment Stage Analysis – Average Days to Recruit by Stage and Job (HRMSi, EDW)

The Average Days to Recruit by Stage and Job worksheet provides recruitmentinformation for each job (for example, Line Manager or Sales Person) in a top-levelemploying organization within a specified calendar year. You can report on the averagenumber of days from application to termination (the date the application was ended bythe employer or applicant), first interview, second interview, offer, acceptance, and hire.

Workforce Recruitment Stage Analysis – Efficiency (Average Days) (HRMSi, EDW)

The Efficiency (Average Days) worksheet provides information concerning therecruitment efficiency of each top-level employing organization for a specified calendaryear. It reports the average number of days from application to termination (the


date the application was ended by the employer or applicant), first interview, secondinterview, offer, acceptance, and hire.

Workforce Recruitment Stage Analysis – Recruitment by Age Band (HRMSi, EDW)

The Recruitment by Age Band worksheet provides a recruitment summary by ageband for a selected top-level employing organization. You can report on the followingmeasures: head count, full time equivalent, average number of days between applicationand hire for each assignment by organization and year, and average number of daysbetween vacancy start and hire for each assignment by organization and year.

Workforce Recruitment Stage Analysis – Recruitment by Disability Status (HRMSi, EDW)

The Recruitment by Disability Status worksheet provides a recruitment summary bydisability status (disabled, not disabled, or undefined) for a selected top-level employingorganization. You can report on the following measures: head count, full timeequivalent, average number of days between application and hire for each assignmentby organization and year, and average number of days between vacancy start and hirefor each assignment by organization and year.

Workforce Recruitment Stage Analysis – Recruitment by Gender (HRMSi, EDW)

The Recruitment by Gender worksheet provides a recruitment summary by genderfor a selected top-level employing organization. You can report on the followingmeasures: head count, full time equivalent, average number of days between applicationand hire for each assignment by organization and year, and average number of daysbetween vacancy start and hire for each assignment by organization and year.

Workforce Recruitment Stage Analysis – Recruitment by Location (HRMSi, EDW)

The Recruitment by Location worksheet provides a recruitment summary by locationfor a selected top-level employing organization. You can report on the followingmeasures: head count, full time equivalent, average number of days between applicationand hire for each assignment by organization and year, and average number of daysbetween vacancy start and hire for each assignment by organization and year.

Workforce Recruitment Stage Analysis – Recruitment by Organization (HRMSi, EDW)

The Recruitment by Organization worksheet provides a recruitment summary fora specified top-level employing organization. You can report on the followingmeasures: head count, full time equivalent, average number of days between applicationand hire for each assignment by organization and year, and average number of daysbetween vacancy start and hire for each assignment by organization and year.

Workforce Recruitment Stage Analysis – Vacancy Activity by Job (HRMSi, EDW)

The Vacancy Activity by Job worksheet provides information for a specified top-levelemploying organization and job on the status of each vacancy; for example, the numberof openings, vacancy start and end dates, the number of applicants at each recruitmentstage, the average days from vacancy start and application to hire, and the numberof openings remaining.

Workforce Recruitment Stage Analysis – Vacancy Activity (HRMSi, EDW)

The Vacancy Activity worksheet provides information for a specified top-levelemploying organization on the status of each vacancy; for example, the number of


openings, vacancy start and end dates, the number of applicants at each recruitmentstage, the average days from vacancy start and application to hire, and the numberof openings remaining.

People Management

Annualized Turnover (HRMSi, DBI)

This report displays the annualized employee headcount turnover for the selectedtop line manager.

Annualized Turnover Status (HRMSi, DBI)

The report displays the percentage-annualized turnover for the top line manager. Youaccess this report from the Total column in the Annualized Turnover report.

Annualized Turnover Trend (HRMSi, DBI)

This report shows changes in the annualized employee headcount turnover over timefor the selected top line manager. The report categorizes turnover into voluntary andinvoluntary separations.

Assignment Status Report

All employees, applicants or both assigned to selected work structures.

Company Certificate Report (Spain)

Contains the personal, employment, and social security information of an employee whois terminated or on leave such as maternity leave or leave due to suspended assignment.

Employee Anniversary and Birthday (Multiple Hierarchies) Detail – by Organization Hierarchy

The Organization Hierarchy worksheet allows you to report on employee anniversaries(total service) and birth date (in the format DD-MON). Employees are listed byorganization. Total and current service calculations are in respect of the system date(SYSDATE).

Employee Anniversary and Birthday (Multiple Hierarchies) Detail – by Supervisor Hierarchy

The Supervisor Hierarchy worksheet enables you to report on employee anniversaries(total service) and birth date (in the format DD-MON).

Employee by Supervisor (Multiple Hierarchies) Status – by Organization Hierarchy

The Organization Hierarchy worksheet enables you to report on the supervisor hierarchyand salary details for your employees, by organization.

Employee by Supervisor (Multiple Hierarchies) Status – by Supervisor Hierarchy

The Supervisor Hierarchy worksheet enables you to report on the supervisor hierarchyand salary details for your employees by supervisor.

Employee Composition Detail – by Assignment Details

This worksheet enables you to analyze workforce assignment details byorganization, job, position, or grade.


Employee Composition Detail – by Salary Band

This worksheet enables you to analyze the distribution of employees within anorganization by length of service.

Employee Composition Detail – by Time In Service Band

This worksheet enables you to analyze the distribution of employees within anorganization by length of service.

Employee Hired or Terminated Detail for Organization Hierarchy

This worksheet enables you to report on employees who terminated or were hiredwithin two specified dates for a given organization and its subordinate organizations.

Employee Mailing Address (Multiple Hierarchies, United Status Specific) Detail – by OrganizationHierarchy (US)

The Organization Hierarchy worksheet enables you to report on employee currentprimary addresses in a United States legislation specific address format, for a givenorganization and its subordinate organizations.

Employee Mailing Address (Multiple Hierarchies, United Status Specific) Detail – by Supervisor Hierarchy(US)

The Supervisor Hierarchy worksheet enables you to report on employee current primaryaddresses in a United States legislation specific address format, for a given supervisorand his/her subordinates.

Employee Mailing Address (Multiple Hierarchies) Detail – by Organization Hierarchy

This Worksheet enables you to report on current employee primary addresses in anon-legislative specific address format, for a given organization and its subordinateorganizations.

Employee Mailing Address (Multiple Hierarchies) Detail – Supervisor Hierarchy

This Worksheet enables you to report on current employee primary addresses in anon-legislative specific address format, for a given supervisor and his/her subordinates.

Employee Movement by Organization Analysis – Hires

This worksheet displays hire information in detail. The worksheet enables you to analyzehire information by job, position, assignment, or location. It enables you to analyze hiretrends within an organization, and analyze skills required within an organization.

Employee Movement by Organization Analysis – Hires, Terminations and Transfers by Quarter (HRMSi)

This worksheet enables you to view high-level information about the value ofhires, terminations, and transfers in all organizations within your Business Group, byyear quarter. The resulting information allows you to analyze workforce changes byquarter, and compare workforce change across all organizations within a Business Group.

Employee Movement by Organization Analysis – Terminations

This worksheet enables you to analyze terminations within your organizations indetail. For each termination you can: Analyze employee termination across allorganizations within a Business Group.


Employee Movement by Organization Analysis – Transfers In

This worksheet enables you to investigate the total budget value of people transferringinto different organizations in your Business Group. For each transfer you can analyzethe organization transferred from, the location transferred from, and the position/jobtransferred from.

Employee Movement by Organization Analysis – Transfers Out

This worksheet investigates the total budget value of people transferring out of differentorganizations in your Business Group. For each transfer out you can analyze theorganization transferred to, the location transferred to, and the position/job transferredto.

Employee Organization Transfer (Multiple Hierarchies) Detail – by Organization Hierarchy

This worksheet enables you to report on employee primary assignment organizationtransfers during a given period for a given organization and its subordinateorganizations. The worksheet output includes the employee primary assignment detailsbefore and after the transfer, including job name, organization name, and supervisorname.

Employee Organization Transfer (Multiple Hierarchies) Detail – by Supervisor Hierarchy

This worksheet enables you to report on employee primary assignment organizationtransfers during a given period for a given supervisor and his/her subordinates. Theworksheet output includes the employee primary assignment details before and after thetransfer, including job name, organization name, and supervisor name.

Employee Primary Assignment (Multiple Hierarchies) Detail – by Organization Hierarchy

The Organization Hierarchy worksheet enables you to report on basic employee detailsby employee primary assignment. Employees are listed for each organization andfor subordinate organizations.

Employee Primary Assignment (Multiple Hierarchies) Detail – by Supervisor Hierarchy

The Supervisor Hierarchy worksheet enables you to report on basic employee detailsby employee primary assignment. Employees are listed for a given Supervisor andhis/her subordinates.

Employee Primary Assignment Count (by Location and Employment Category, Multiple Hierarchies)Comparison – by Organization Hierarchy (HRMSi)

The Organization Hierarchy worksheet enables you to calculate employee primaryassignment numbers by location for a given organization. You can use the worksheetparameters to include specific assignment statuses or exclude particular person types tosuit your requirements.

Employee Primary Assignment Count (by Location and Employment Category, Multiple Hierarchies)Comparison – by Supervisor Hierarchy (HRMSi)

The Supervisor Hierarchy worksheet enables you to calculate employee primaryassignment numbers by location for a given supervisor. You can use the worksheetparameters to include specific assignment statuses or exclude particular person types tosuit your requirements.


Employee Primary Assignment Count (by Location and Employment Category, Multiple Hierarchies)Comparison – by Without Organization Hierarchy (HRMSi)

The Without Organization Hierarchy worksheet enables you to calculate employeeprimary assignment numbers by location without using organization or supervisorhierarchies. You can use the worksheet parameters to include specific assignmentstatuses or exclude particular person types to suit your requirements.

Employee Primary Assignment Count (by Organization and Employment Category, Multiple Hierarchies)Comparison – by Organization Hierarchy (HRMSi)

The Organization Hierarchy worksheet enables you to report on employee primaryassignment numbers for a given organization. The worksheet parameters enable youcustomize the worksheet output to suit your own requirements; for example, you canchoose assignment types to include or person types to exclude from the worksheet.

Employee Primary Assignment Count (by Organization and Employment Category, Multiple Hierarchies)Comparison – by Organization Hierarchy (Rollup) (HRMSi)

The Organization Hierarchy (Rollup) worksheet allows you to report on employeeprimary assignment numbers by Organization Rollup for a given organization. Theworksheet parameters enable you customize the worksheet output to suit your ownrequirements; for example, you can choose assignment types to include or person typesto exclude from the worksheet.

Employee Primary Assignment Count (by Organization and Employment Category, Multiple Hierarchies)Comparison – by Supervisor Hierarchy (HRMSi)

The Supervisor Hierarchy worksheet enables you to report on employee primaryassignment numbers by organization for a given supervisor. The worksheet parametersenable you customize the worksheet output to suit your own requirements; forexample, you can choose assignment types to include or person types to exclude fromthe worksheet.

Employee Separation (Organization Hierarchy) Template Analytics by Year, Organization and SeparationCategory (HRMSi)

This investigates separations from the workforce for different organizations and differentleaving reasons over yearly periods. The template worksheets provide a starting pointfor developers to create analytic reports.

Employee Separation (Organization Hierarchy) Template Analytics Details (HRMSi)

This worksheet tells you how separations from your workforce vary acrossdifferent groups within your organization, such as organization, job, andlocation. For any date, you can see how many separations have occurred withineach organization, location, job, grade, position, separation category, and separationreason. The template worksheets provide a starting point for developers to createanalytic reports.

Employee Separation by Competence (Organization Hierarchy) Status Analytics by Geography Area(HRMSi)

This worksheet compares employee competencies to separations across geographicalareas.


Employee Separation by Competence (Organization Hierarchy) Status Analytics by Organization (HRMSi)

This worksheet compares employee competencies to separations across organizations.

Employee Separation by Competence (Organization Hierarchy) Status Analytics by Rank Level (HRMSi)

This worksheet enables you to see the number of people who have separated from theworkforce who hold competencies at a specific rank level.

Employee Separation by Competence (Organization Hierarchy) Status Analytics by Scale Level (HRMSi)

This worksheet enables you to see the number of people who have separated from theworkforce who hold competencies at a specific scale level.

Employee Separation by Competence (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet compares employees’ competencies, to the rate of separation, groupedby bimonthlies.

Employee Separation by Competence (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet compares employees’ competencies to the rate of separation, groupedby months.

Employee Separation by Competence (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet compares employees’ competencies to the rate of separation, groupedby quarters.

Employee Separation by Competence (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet compares employees’ competencies, to the rate of separation, groupedby semi-years.

Employee Separation by Competence (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet compares employees’ competencies, to the rate of separation, groupedby years.

Employee Separation by Length of Work (Organization Hierarchy) Status Analytics by Geography Area(HRMSi)

This worksheet compares employees’ length of service within each geographical area.

Employee Separation by Length of Work (Organization Hierarchy) Status Analytics by Organization(HRMSi)

This worksheet compares employees’ length of service within each organization.

Employee Separation by Length of Work (Organization Hierarchy) Status Analytics by SeparationCategory & Reason (HRMSi)

This worksheet compares the length of service of employees who have separated fromyour enterprise, grouped by separation category and reason.


Employee Separation by Length of Work (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet compares the amount of time people have been with your enterprise, tothe separation rate over time, within each bimonthly.

Employee Separation by Length of Work (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet compares the amount of time people have been with your enterprise, tothe separation rate over time, within each month.

Employee Separation by Length of Work (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet compares the amount of time people have been with your enterprise, tothe separation rate over time, within each quarter.

Employee Separation by Length of Work (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet compares the amount of time people have been with your enterprise, tothe separation rate over time, within each semi-year.

Employee Separation by Length of Work (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet compares the amount of time people have been with your enterprise, tothe separation rate over time, within each year.

Employee Separation by Reason (Organization Hierarchy) Status Analytics by Geography Area (HRMSi)

This worksheet investigates the different reasons for separations within geographicalareas. You can determine if employees in different areas leave your enterprise fordifferent reasons.

Employee Separation by Reason (Organization Hierarchy) Status Analytics by Organization (HRMSi)

This worksheet investigates the different reasons for separations withinorganizations. You can determine if employees in different organizations leave yourenterprise for different reasons.

Employee Separation by Reason (Organization Hierarchy) Status Analytics by Separation Category(HRMSi)

This worksheet investigates the different reasons employees leave your enterprisewithin each separation category.

Employee Separation by Reason (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet enables you to investigate the different reasons why your enterpriseis losing workforce over time, grouped by bimonthly.

Employee Separation by Reason (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet enables you to investigate the different reasons why your enterprise islosing workforce over time, grouped by month.

Employee Separation by Reason (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet enables you to investigate the different reasons why your enterprise islosing workforce over time, grouped by quarter.


Employee Separation by Reason (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet enables you to investigate the different reasons why your enterprise islosing workforce over time, grouped by semi-year.

Employee Separation by Reason (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet enables you to investigate the different reasons why your enterprise islosing workforce over time, grouped by year.

Employee Summary Report

Addresses, contacts, periods of service, assignments, special information, personalpayment methods and element entries for a selected employee.

Employee Termination (Organization Hierarchy) Detail – Detail

This worksheet enables you to report on employees that have separated within aspecified time period. Employees are listed for a given organization and its subordinateorganizations.

Employee Termination with Comments (Organization Hierarchy) Detail – Detail

This worksheet enables you to report on the employees that have separated within aspecified time period. Employees are listed for a given organization and its subordinateorganizations.

Employment Certification Report (Hungary)

Contains the personal, job, and pension information of a terminated employee.

Employment Equity Report

Outlines the required information needed for the Employment Equity report requiredby Canadian Employment Equity Act.

Employment Equity Templates (Payroll) (South Africa)

Outlines the required information needed for Employment Equity as defined by theDepartment of Labour.

Employment Equity Workforce Profile Report (Payroll) (South Africa)


Full Applicant Details

Applications and applicant interviews for one applicant.

Full Assignment Details

Assignment information including periods of service, payment methods, and elemententries for one employee.

Full Person Details

Addresses and information entered in the Person window such as name, date ofbirth, nationality and work telephone number for one employee.


Full Personal Details Report Set

Person details, applicant details, assignment details and work details for one employee.

Full Work Details

Miscellaneous work information including special information, absences, recruitmentactivities and contacts for one employee.

Head Count Detail Report

The number and type of workers within an organization, as well as attrition rate data.

Headcount (HRMSi, DBI)

This report displays the total employee headcount of the direct reports of the selectedtop line manager.

Headcount by Country Trend (HRMSi, DBI)

This report shows changes in headcount over time for the four countries with the highesthead count for the selected top line manager.

Headcount Transfer (Plus) Detail (HRMSi, DBI)

The report displays the employee records that comprise the total value you drilled fromin the head count report, including transfers and reorganizations. You access this reportfrom the Plus-Transfer column in the parent head count report.

Headcount Hire Detail (HRMSi, DBI)

This report lists the records that comprise the Plus-Hire value you drilled from in theHeadcount report, including hires, re-hires and secondary assignment starts. You accessthis report from the Plus-Hire column in the Headcount report.

Headcount Termination Detail (HRMSi, DBI)

The report displays the employee records that make up the total value you drilled fromin the Headcount report. The report lists employees who have terminated from themanager’s hierarchy in the given period, together with supporting details.

Headcount Transfer (Minus) Detail (HRMSi, DBI)

The report displays the employee records that comprise the total value you drilled fromthe Headcount report, including transfers and reorganizations. The report providesinformation about employees who have moved out of the selected manager’s hierarchy.

HRMS Profile Options Report

Use this report to list the values of the profile options for your HRMS installation. Thereport also identifies which profile options have not been set for your installation.

Human Resource Setup Detail – Employee Anniversary Birthdays

This worksheet enables you to view employee birthdays and start dates. Theworksheet also enables you to view other employee information, for example, length ofservice, employee number, and supervisor name.


Human Resource Setup Detail – Employee Assignment by Organization

This worksheet enables you to report on the assignments within an organization, bychoosing a top organization and including subordinates.

Human Resource Setup Detail – Employee Assignment by Organization Rollup

This worksheet enables you emulate the rollup flexibility of HRMSi Reports by using anorganization hierarchy to control the information displayed.

Human Resource Setup Detail – Employee Job History

This worksheet enables you to view employee job history across your organization.

Human Resource Setup Detail – Employee List with Length of Work

This worksheet enables you to analyze deployment factors associated withpositions, people in specific positions, and position applicants.

Human Resource Setup Detail – Employee Separation with Equal Opportunity (United States Specific)

This worksheet enables you to analyze terminations with ethnic origin over a specifictime period.

Human Resource Setup Detail – Person Home Address

This worksheet enables you to view the primary addresses of employees.

Invalid Address Report

Lists employee address information inconsistencies.

Law SAMEN Report (Organization Structure)and Law SAMEN Report (Dutch Region) (Netherlands)

The Law SAMEN report (Organization Structure) reports on employees within anorganization structure. The Law SAMEN Report (Dutch Region) reports on employeeswithin a specific Dutch region.

National Defense Report (Hungary)

Contains a list of male employees who are available to perform a national defense role.

New Hire State Magnetic Media Report (US)

Report on newly hired and rehired employees using magnetic media.

New Hire State Report (US)

Report on newly hired or rehired employees.

Period of Service Reports (Germany)

Generates reports of an employee’s periods of service using selected criteria.

Person/Assignment History Detail – Application

This worksheet enables you to analyze an applicant’s assignment record between thestart and end of an application. For each employee you can examine the total number


of applications, the number of successful applications, and the length of time betweendifferent application stages.

Person/Assignment History Detail – Employee Separation

This worksheet enables you track termination reasons by type, date, and length ofservice, allowing you to spot trends among leavers. For each termination, you cancompare termination reasons to discover trends, and compare the length of time in anorganization against time in a job.

Person/Assignment History Detail – Person Assignment

This worksheet enables you to analyze an employee’s assignment history betweenspecific dates. For each employee you can examine the current assignment, and detailsof previous assignments.

Person Full History Report

This report lists the personal and professional details of the employees and contingentworkers in your enterprise, including assignments, salary, and contact details.

Person Synchronization Report

This report shows details of any person in your current business group who also has arecord in another business group on the specified date.

RED System : New Hires, Leavers, and Contract Changes Report (Spain)

This report contains information about the workforce and contract changes withinan enterprise.

Saudi Contract Expiry Report (SA)

The Saudi Contract Expiry Report creates a list of all the contracts that will expire in auser specified period of time.

Saudi Iqama Expiry Report (SA)

The Saudi Iqama Expiry Report creates a list of all the iqamas that will expire in auser specified period of time.

Saudi Passport Expiry Report (SA)

The Saudi Passport Expiry Report creates a list of all the passports that will expire in auser specified period of time.

Separations By Competence Report (HRMSi)

This report is run from the Separations by Leaving Reason report. When employeesleave your enterprise you lose the competencies they possess. This can become aproblem if you continue to lose people with the same abilities. This report investigatesthe competencies and levels of proficiency you are losing.

Separations By Leaving Reason Report (HRMSi)

This report is run from the Workforce Losses report. This report enables you toinvestigate the different reasons why your enterprise is losing workforce. It only


includes the workforce that has left your enterprise. It does not include workforce thathas transferred to a different area of your enterprise or assignments that have ended orbeen suspended.

Separations By Service Bands Report (HRMSi)

This report is run from the Separations by Leaving Reason report. This reportinvestigates the relationship between the reasons people give for leaving and the amountof time they have been with your enterprise.

Separations Trend by Leaving Reason Report (HRMSi)

Use this report to investigate the trends in why people are leaving your enterprise. Thisreport runs from the Workforce Losses report.

Separations Trend by Service Band Report (HRMSi)

Use this report to investigate the trends in the length of time employees remain withyour enterprise. This report runs from the Workforce Losses report.

Social Health Insurance Report (Netherlands)

Employees who have started and/or ended the social health insurance within a daterange.

Tenure Notification Reports (including Tenured Status, Non-Tenured Status, Tenure Track Status andTenure Review) (US)

These notification reports are available for you to send to faculty members and theiracademic manager during the Tenure process

Terminations Report

The number of employees from selected organizations leaving your enterprise within aparticular period, and the reason for leaving.

Terminations with Active Support Order Report (US)

Run this report to view employees with an active support order at the time oftermination.

Turnover Detail (HRMSi, DBI)

This report lists the ex-employees who comprise the value you drilled from theAnnualized Turnover Status report. The report is the sum of the headcount ofassignment ends that occur at the same time as a termination.

Worker Organization Movements Report

New starters, terminations, transfers in, and transfers out of a selected organization ororganization hierarchy.

Workforce Assignment Activity Analysis – Grade Changes (HRMSi, EDW)

The Grade Changes worksheet provides a summary of the head count or full timeequivalent, or the average number of months between grade changes, for a specified


top-level employing organization within a particular calendar year, for employeeschanging grade.

Workforce Assignment Activity Analysis – Location Changes (HRMSi, EDW)

The Location Changes worksheet provides a summary of the head count or fulltime equivalent for people changing locations for a specified top-level employingorganization within a specified calendar year.

Workforce Assignment Activity Analysis – Organization Changes (HRMSi, EDW)

The Organization Changes worksheet provides a summary of the head count orfull-time equivalent for employees changing organizations within a specified calendaryear. Initially only the top-level employing organizations are displayed; you need to drilldown to see transfers between organizations further down the organizational hierarchy.

Workforce Comparison Report (HRMSi)

The workforce assigned to different types of jobs can vary over time. This reportcompares the workforce assigned to up to three job categories over time. Forexample, you could compare the number of managers against the number of technicalstaff you employed last year.

Workforce Composition Analysis – Composition by Age Band (HRMSi, EDW)

The Composition by Age Band worksheet provides a summary of person head countor full-time equivalent by employee age band for a specified top-level employingorganization and a specified period of time. All workforce composition data collectedin that period will be included.

Workforce Composition Analysis – Composition by Disability Status (HRMSi, EDW)

The Composition by Disability Status worksheet provides a summary of person headcount or full-time equivalent by disability status (disabled, not disabled, or undefined)for a specified top-level employing organization within a specified period of time. Allworkforce composition data collected in that period will be included.

Workforce Composition Analysis – Composition by Gender (HRMSi, EDW)

The Composition by Gender worksheet provides a summary of person head count orfull-time equivalent by gender for a specified top-level employing organization and aspecified period of time. All workforce composition data collected in that period willbe included.

Workforce Composition Analysis – Composition by Location (HRMSi, EDW)

The Composition by Location worksheet provides a summary of person head countor full-time equivalent, by location, for a specified top-level employing organizationwithin a specified period of time. All workforce composition data collected in thatperiod will be included.

Workforce Composition Analysis – Composition by Period of Service (HRMSi, EDW)

The Composition by Period of Service worksheet provides a summary of person headcount or full-time equivalent by period of service for a specified top-level employingorganization and a specified period of time. All workforce composition data collectedin that period will be included.


Workforce Composition Analysis – Composition Summary (HRMSi, EDW)

The Composition Summary worksheet provides a summary of person head count orfull-time equivalent for top-level employing organizations and for a specified period oftime. All workforce composition data collected within that period will be included.

Workforce Count (Organization Hierarchy) Template Analytics by Year (HRMSi)

This worksheet analyses how your workforce fluctuates over time. The templateworksheets provide a starting point for developers to create analytic reports.

Workforce Count (Organization Hierarchy) Template Analytics Detail (HRMSi)

This worksheet tells you how your workforce fluctuates across different groups withinyour organization, such as organization, job, and location. You view the detail for oneyear at a time. The template worksheets provide a starting point for developers tocreate analytic reports.

Workforce Count (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce for each time period within the given date range grouped by bimonthlies.

Workforce Count (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce for each time period within the given date range grouped by months.

Workforce Count (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce for each time period within the given date range grouped by quarters.

Workforce Count (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce for each time period within the given date range grouped by semi-years.

Workforce Count (Organization Hierarchy) Trend Analytics by Year and Geography (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce for each time period within the given date range grouped by year andgeography.

Workforce Count (Organization Hierarchy) Trend Analytics by Year and Organization (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce for each time period within the given date range grouped by yearand organization.

Workforce Count (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce for each time period within the given date range grouped by years.


Workforce Count by Job Category (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, for each bimonthly within the givendate range.

Workforce Count by Job Category (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE)of your workforce, broken down by job category, for each month within the givendate range.

Workforce Count by Job Category (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE)of your workforce, broken down by job category, for each quarter within the givendate range.

Workforce Count by Job Category (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, for each semi-year within the givendate range.

Workforce Count by Job Category (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, for each year within the given date range.

Workforce Count Change (Organization Hierarchy) Status Analytics by Geography Area (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce grouped by geographical area.

Workforce Count Change (Organization Hierarchy) Status Analytics by Organization (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce grouped by organization.

Workforce Count Change (Organization Hierarchy) Status Analytics by Separation Category (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce grouped by separation category.

Workforce Count Change by Job Category (Organization Hierarchy) Status Analytics by GeographyArea (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, and grouped by geographical area.

Workforce Count Change by Job Category (Organization Hierarchy) Status Analytics by Grade (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, and grouped by grade.


Workforce Count Change by Job Category (Organization Hierarchy) Status Analytics by Job (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, and grouped by job.

Workforce Count Change by Job Category (Organization Hierarchy) Status Analytics by Organization(HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, and grouped by organization.

Workforce Count Change by Job Category (Organization Hierarchy) Status Analytics by Position (HRMSi)

This worksheet calculates the Workforce Measurement Value (Head Count or FTE) ofyour workforce, broken down by job category, and grouped by position.

Workforce Count KPI Status (HRMSi)

This Performance Management Viewer report provides you with a view of the WorkforceFull Time Equivalent and Workforce head count KPI data, including target and actualvalues. The report displays table data by default; you can optionally display the data asa chart.

Workforce Count Report

The number and type of workers within an organization, as well as attrition ratedata, in summary form.

Workforce Count Report (Spread Sheet Version)

The number and type of workers within an organization, as well as attrition rate data, insummary form. This version of the workforce count reports enables you to open thereport in a spreadsheet format.

Workforce Gain (Organization Hierarchy) Status Analytics by Geography Area (HRMSi)

This worksheet lists the total losses that occurred within a given time period, groupedby geographical area.

Workforce Gain (Organization Hierarchy) Status Analytics by Grade (HRMSi)

This worksheet lists the total losses that occurred within a given time period, groupedby organization.

Workforce Gain (Organization Hierarchy) Status Analytics by Job (HRMSi)

This worksheet lists the total losses that occurred within a given time period, groupedby job.

Workforce Gain (Organization Hierarchy) Status Analytics by Organization (HRMSi)

This worksheet lists the total losses that occurred within a given time period, groupedby organization.

Workforce Gain (Organization Hierarchy) Status Analytics by Position (HRMSi)

This worksheet lists the total losses that occurred within a given time period, grouped bygrade.


Workforce Gain (Organization Hierarchy) Template Analytics by Year and Organization (HRMSi)

This worksheet analyses how workforce gains have occurred, and compares the gainsover time and across organizations. The template worksheets provide a starting pointfor developers to create analytic reports.

Workforce Gain (Organization Hierarchy) Template Analytics Detail (HRMSi)

This worksheet tells you how the gains occurred and how the gains have been deployedwithin the workforce. The template worksheets provide a starting point for developersto create analytic reports.

Workforce Gain (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet lists the total gains that occurred within a given date range grouped bybimonthlies.

Workforce Gain (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet lists the total gains that occurred within a given date range groupedby months.

Workforce Gain (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet lists the total gains that occurred within a given date range groupedby quarter years.

Workforce Gain (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet lists the total gains that occurred within a given date range grouped bysemi-years.

Workforce Gain (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet lists the total gains that occurred within a given date range groupedby years.

Workforce Gains Report (HRMSi)

Organizations within your enterprise may be gaining workforce for differentreasons. This report investigates whether your workforce is increasing because of anyof the following reasons: new employees are being hired by your enterprise, existingemployees are being given new assignments in different parts of your enterprise, existingemployees are transferring assignments to different parts of your enterprise, oremployees’ assignments are being re-activated from suspended to active.

Workforce Loss (Organization Hierarchy) Status Analytics by Geography Area (HRMSi)

This worksheet lists the total losses within a given time period, grouped by geographicalarea.

Workforce Loss (Organization Hierarchy) Status Analytics by Grade (HRMSi)

This worksheet lists the total losses within a given time period, grouped by grade.

Workforce Loss (Organization Hierarchy) Status Analytics by Job (HRMSi)

This worksheet lists the total losses within a given time period, grouped by job.


Workforce Loss (Organization Hierarchy) Status Analytics by Organization (HRMSi)

This worksheet lists the total losses within a given time period, grouped by organization.

Workforce Loss (Organization Hierarchy) Status Analytics by Position (HRMSi)

This worksheet lists the total losses within a given time period, grouped by Position.

Workforce Loss (Organization Hierarchy) Template Analytics by Year and Organization (HRMSi)

This worksheet analyses when and where workforce gains occur, and compares the gainsover time and across organizations. The template worksheets provide a starting pointfor developers to create analytic reports.

Workforce Loss (Organization Hierarchy) Template Analytics Detail (HRMSi)

This worksheet tells you how losses occurred and where losses occurred within theworkforce. The template worksheets provide a starting point for developers to createanalytic reports.

Workforce Loss (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet lists the total losses that occurred within a given date range, groupedby bimonthly.

Workforce Loss (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet lists the total losses that occurred within a given date range, grouped bymonth.

Workforce Loss (Organization Hierarchy) Trend Analytics by Position (HRMSi)

This worksheet lists the total losses that occurred within a given date range, groupedby position.

Workforce Loss (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet lists the total losses that occurred within a given date range, groupedby quarter.

Workforce Loss (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet lists the total losses that occurred within a given date range, groupedby semi-year.

Workforce Loss (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet lists the total losses that occurred within a given date range, groupedby year.

Workforce Losses Report (HRMSi)

This report investigates the different reasons you are losing workforce within yourenterprise. Are you losing workforce because the workforce is transferring to differentparts of your enterprise, because current employee assignments are ending, becauseemployee assignments are being suspended, or because employees are leaving yourenterprise?


Workforce Planning Summary Analysis – Composition by Location (HRMSi, EDW)

The Composition by Location worksheet provides a summary of person head count orfull-time equivalent, by location, for a specified top-level employing organization and aspecified period of time. All data collected in that period will be included.

Workforce Planning Summary Analysis – Composition Summary (HRMSi, EDW)

The Composition Summary worksheet provides a summary of workforce compositionfor a top-level employing organization for a specified period of time. All data collectedwithin that period will be included.

Workforce Planning Summary Analysis – Organization Changes (HRMSi, EDW)

The Organization Changes worksheet provides a summary of the head count or fulltime equivalent for employees changing organizations within a specified calendaryear. Initially only the top-level employing organizations are displayed; you need to drilldown to see transfers between organizations further down the organizational hierarchy.

Workforce Planning Summary Analysis – Recruitment by Organization (HRMSi, EDW)

The Recruitment by Organization worksheet gives you a recruitment summary bytop-level employing organization. You can report on the following measures: headcount, full-time equivalent, average number of days between application and hire, andaverage number of days between vacancy start and hire.

Workforce Planning Summary Analysis – Recruitment Efficiency (Average Days) (HRMSi, EDW)

The Recruitment Efficiency (Average Days) worksheet provides information concerningefficiency of recruitment for a specified calendar year (based on the date employmentstarted) for each top-level employing organization. You can report on the averagenumber of days from application to termination (the date the application was ended bythe employer or the applicant), first interview, second interview, offer, acceptance, andhire.

Workforce Planning Summary Analysis – Separation by Organization (HRMSi, EDW)

The Separation by Organization worksheet provides a summary of person head count orfull-time equivalent by top-level employing organization.

Workforce Planning Summary Analysis – Voluntary/Involuntary Separation (HRMSi, EDW)

The Voluntary/Involuntary Separation worksheet provides a summary of person headcount or full-time equivalent for a selected top-level employing organization by loss type(voluntary or involuntary) for the last 3 years and the current year.

Workforce Ratio Report (HRMSi)

The workforce assigned to different types of jobs can vary over time. This reportcompares the percentage of workforce assigned to up to three job categories over time. Ifyou want to investigate the absolute number of employees for different job categoriesrather than the percentage of employees, you can run the related Workforce Comparisonreport from this report.


Workforce Separation Analysis – Separation by Age Band (HRMSi, EDW)

The Separation by Age band worksheet provides a summary of person head countor full-time equivalent by employee age band for a selected top-level employingorganization.

Workforce Separation Analysis – Separation by Disability Status (HRMSi, EDW)

The Separation by Disabled Status worksheet provides a summary of person head countor full-time equivalent by disability status (disabled, not disabled, or undefined) for aselected top-level employing organization.

Workforce Separation Analysis – Separation by Gender (HRMSi, EDW)

The Separation by Gender worksheet provides a summary of person head count orfull-time equivalent by gender for a selected top-level employing organization.

Workforce Separation Analysis – Separation by Organization (HRMSi, EDW)

The Separation by Organization worksheet provides a summary of the person headcount or full-time equivalent by top-level employing organization.

Workforce Separation Analysis – Separation by Period of Service (HRMSi, EDW)

The Separation by Period of Service worksheet provides a summary of person headcount or full-time equivalent by period of service for a selected top-level employingorganization.

Workforce Separation Analysis – Separation by Period of Service and Reason (HRMSi, EDW)

The Separation by Period of Service and Reason worksheet provides a summary ofperson head count or full-time equivalent by period of service and separation reasonfor a selected top-level employing organization and calendar year (based on the yearseparation occurred).

Workforce Separation Analysis – Separation Reasons by Age Band, Disability Status, and Gender(HRMSi, EDW)

The Separation Reasons by Age Band, Disability Status, and Gender worksheet providesa summary of person head count or full-time equivalent by separation reason for aselected top-level employing organization, by age band, disability status, or gender.

Workforce Separation Analysis – Separation Reasons by Organization (HRMSi, EDW)

The Separation Reasons by Organization worksheet provides a summary ofperson head count or full-time equivalent for a selected top-level employingorganization, by separation type (voluntary or involuntary) and separation reason (forexample, disability, poor performance, end of contract etc.).

Workforce Separation Analysis – Voluntary/Involuntary Separation (HRMSi, EDW)

The Voluntary/Involuntary Separation worksheet provides a summary of person headcount or full-time equivalent for a specified top-level employing organization byvoluntary or involuntary separation type.


Workforce Separation by Rolling Month – Status PMV Report (HRMSi)

This report helps you monitor monthly FTE and head count separation. It providesa view of the Workforce FTE Separation and Workforce head count Separation KeyPerformance Indicator data, including target and actual values.

Workforce Summary Analysis Report (HRMSi)

This report is the first in a suite of reports that enables you to investigate workforce inyour enterprise. You can review the losses, gains and total workforce you have indifferent organizations within your enterprise.

Competencies, Qualifications and Development

Competence (Skill) Development Detail – Competence Delivered by Training Activity

This worksheet enables you to view competencies delivered by training activities andevents. The resulting information allows you to compare the competencies delivered bytraining to those required, and to analyze training efficiency.

Competence (Skill) Development Detail – Competence Requirement

This worksheet displays competence requirements for all organizations within aBusiness Group. The worksheet enables you to analyze competence requirements forBusiness Groups, organizations, jobs, positions, and grades. For each requirement youcan investigate the competencies needed for a particular job, and the skills shortageswithin an organization.

Competence (Skill) Development Detail – Person Competence Profile

This worksheet enables you to analyze employee competency profiles by type. It allowsyou to view employees with similar competencies, and compare employees of similargrade.

Competence Levels

This report displays the proficiency levels of employees or applicants for a competence.

Competence Levels (Organization Hierarchy) Detail Analytics by Person with Rank (HRMSi)

This worksheet lists each individual that has the selected competence, and shows youboth the proficiency level they have achieved, and the proficiency level translatedinto a proficiency rank.

Competence Levels (Organization Hierarchy) Detail Analytics by Person (HRMSi)

This worksheet lists the individuals who hold a selected competence and theirproficiency levels for that competence.

Competence Match (Organization Hierarchy) Status Analytics by Organization and Location (HRMSi)

This worksheet enables you to see the each person’s level of proficiency for thecompetencies for their job, grouped by organization and location.

Competence Match (Organization Hierarchy) Status Analytics by Person (HRMSi)

This worksheet enables you to see individuals’ proficiency levels.


Competence Match (Organization Hierarchy) Status Analytics by Person Graph (HRMSi)

This worksheet breaks down each competence relevant to the selected job intopercentages below, within, and above the required proficiency ranges for the job. Itshows how an individual’s competencies map to the requirement range.

Competence Match (Organization Hierarchy) Status Analytics Compare to Minimum Proficiency (HRMSi)

This worksheet compares people’s proficiency levels with the minimum proficiencyrequirement for each competence relevant to their job.

Competence Match (Organization Hierarchy) Status Analytics Compare to Range (HRMSi)

This worksheet compares people’s proficiency levels to the required proficiency rangefor each competence relevant to their job.

Group Competencies Report (HRMSi)

For each job and grade this report displays the proficiency levels for your employees orapplicants in each required competence.

Individual Competencies Report (HRMSi)

This report is run from the Group Competencies report. This report compares anindividual’s competencies against the required competencies for the job and grade theyhold. If your employee does not have the proficiency level you require, a training coursemay exist to help. By clicking on a competence, you can run the Training Classes ByCompetence report to display courses that offer the selected competence.

Learning Management

Delegate Chargeback (Training Center Hierarchy) Detail – Delegate Chargeback (OLM)

This worksheet investigates the amount transferred between two cost centers within anenterprise for internal student enrollments.

Employee Training Attendance Success (Organization Hierarchy) Status Analytics by Geography Area(HRMSi)

This worksheet investigates how successfully employees in different geographical areasare attending training courses.

Employee Training Attendance Success (Organization Hierarchy) Status Analytics by Organization(HRMSi)

This worksheet investigates how successfully employees in different organizationsare attending training courses.

Employee Training Attendance Success (Organization Hierarchy) Template Analytics by Year (HRMSi)

This worksheet enables you to see training success for each year. The templateworksheets provide a starting point for developers to create analytic reports.


Employee Training Attendance Success (Organization Hierarchy) Template Analytics Detail (HRMSi)

This worksheet calculates the training success rates for training events with the same startand end dates, for attendees in each organization, location, job, grade, and position. Thetemplate worksheets provide a starting point for developers to create analytic reports.

Employee Training Attendance Success (Organization Hierarchy) Trend Analytics By Bi Month (HRMSi)

This worksheet investigates how successfully employees are attending trainingcourses, grouped by bimonthlies.

Employee Training Attendance Success (Organization Hierarchy) Trend Analytics By Month (HRMSi)

This worksheet investigates how successfully employees are attending trainingcourses, grouped by months.

Employee Training Attendance Success (Organization Hierarchy) Trend Analytics By Quarter (HRMSi)

This worksheet investigates how successfully employees are attending trainingcourses, grouped by quarters.

Employee Training Attendance Success (Organization Hierarchy) Trend Analytics By Semi Year (HRMSi)

This worksheet investigates how successfully employees are attending trainingcourses, grouped by semi-years.

Employee Training Attendance Success (Organization Hierarchy) Trend Analytics By Year (HRMSi)

This worksheet investigates how successfully employees are attending trainingcourses, grouped by years.

Event Player Progress – by Player Status (OLM)

This worksheet investigates the progress of your Oracle Learning Management hostedtraining events by the number of delegates at each Player Status. The Player Statuscategories are Completed, Passed, Incomplete, Not Attempted, and Failed.

Event Player Progress – by Total Time Taken Status (OLM)

This worksheet investigates the progress of your Oracle Learning Management hostedtraining events by the total time that delegates have been playing content of a coursewithin the OLM player.

Event Player Progress – Completion Summary (OLM)

This worksheet presents all relevant completion details for OLM training events.

Event Ranking Status – by Attendance (HRMSi)

This worksheet enables you to analyze the popularity of training events by ranking themby course attendance.

Event Ranking Status – by Event Days (HRMSi)

This worksheet enables you to investigate the popularity of training events by rankingthem by event days.


Event Resource (Training Center Hierarchy) Detail – Booked Resources per Event

This worksheet enables you to analyze the resources booked for specific training events.

Event Resource (Training Center Hierarchy) Detail – Event Enrollments

This worksheet enables you to investigate the number of students who enroll on anevent, and the number of students who successfully attend the event.

Event Resource (Training Center Hierarchy) Detail – Events Without Trainer

This worksheet enables you to investigate the training events that have no associatedtrainer.

Event Resource (Training Center Hierarchy) Detail – Events Without Venue

This worksheet enables you to investigate training events that have no associated venue.

Event Resource (Training Center Hierarchy) Detail – Overbooked Resources

This worksheet enables you to analyze overbooked resources.

Event Resource (Training Center Hierarchy) Detail – Required Resources Missing

This worksheet enables you to investigate the resources that are required but have notbeen booked for a training event.

Event Resource (Training Center Hierarchy) Detail – Resource Checklist

This worksheet displays the list of resources required to successfully run a trainingevent activity.

Event Resource (Training Center Hierarchy) Detail – Resource Schedule

This worksheet enables you to view the schedule for each training resource, to ensurethat resources are not booked for more than one event at any one time.

Event Resource (Training Center Hierarchy) Detail – Suppliable Resources

This worksheet enables you to analyze the cost and availability of suppliable resourcesfor your training event.

Event Resource (Training Center Hierarchy) Detail – Training Events

This worksheet enables you to investigate the location, start date, and duration ofspecific training events.

Player Progress Detail – by Player Status (OLM)

This worksheet enables you to analyze the progress of delegates on your OLM hostedtraining events by Player Status.

Player Progress Detail – by Total Time Taken Status (OLM)

This worksheet investigates the progress of individual delegates on your OLM hostedtraining events, by the total time they have been playing content using the OLM player.


Student Attendance (Internal) Detail – Attendance Summary

This worksheet enables you to analyze the number of internal students attendingtraining events. You can view internal student attendance by activity type, analyzesuccess rates and information about failures.

Student Success (External) Status – by Company (HRMSi)

This worksheet enables you to analyze the success of training hours delivered to externalstudents for a company. You can investigate this for a business group and year.

Student Success (External) Status – by Company and Year (HRMSi)

This worksheet enables you to analyze the success of training hours delivered to externalstudents for a company, for different years. You can investigate this for a Businessgroup and each company.

Student Success (Internal) Trend – by Job and Year (HRMSi)

This worksheet enables you to analyze the number of training hours delivered to internalstudents for a job by year, and the success of these hours. You can investigate studentsuccess rates for a Business Group and organization within your enterprise.

Student Success (Internal) Trend – by Job Category and Year (HRMSi)

This worksheet enables you to analyze the number of training hours delivered tointernal students each year for a job by category, and the success of these hours. Youcan investigate student success rates for a Business Group and organization withinyou enterprise.

Student Success (Internal) Trend – by Location and Year (HRMSi)

This worksheet enables you to analyze the number of training hours delivered to internalstudents for a location each year, and the success of these hours. You can investigatestudent success rates for a Business Group and organization within your enterprise.

Student Success (Internal) Trend – by Organization and Year (HRMSi)

This worksheet enables you to analyze the number of training hours delivered to internalstudents each year, and the success of these hours. You can investigate student successrates for a Business Group and organization within your enterprise.

Training Classes by Competence (HRMSi)

This report is run from the Individual Competencies report. This report enables you toinvestigate training classes that provide a selected competence. The report displays thecourse time, the competence level delivered, the dates the course is run , the class titleand status, the number of class places, the class venue and the cost.

Training Cost and Revenue Analysis – by Competence (HRMSi)

This worksheet enables you to analyze the cost and revenue of training activities by thecompetence achieved if a student successfully completes the activity.

Training Cost and Revenue Analysis – by Sponsoring Organization (HRMSi)

This worksheet enables you to analyze the cost and revenue of training events fordifferent organizations, by Business group and year.


Training Cost and Revenue Analysis – by Sponsoring Organization and Year (HRMSi)

This worksheet enables you to analyze the costs and revenue associated with trainingfor different years. You can investigate costs and revenue for a Business Group andsponsoring organization.

Training Cost and Revenue Analysis – by Training Activity (HRMSi)

This worksheet enables you to analyze the cost and revenue generated by trainingevents. You can investigate training activities for a specific Business Group, sponsoringorganization and year.

Training Cost and Revenue Analysis – by Training Activity and Year (HRMSi)

This worksheet enables you to analyze the cost and revenue of training activities fordifferent years, by Business group and sponsoring organization.

Training Cost and Revenue Analysis – by Training Category (HRMSi)

This worksheet enables you to analyze the cost and revenue of training events for atraining category. You can investigate costs and revenue for a Business group, sponsoringorganization, and year.

Training Cost and Revenue Analysis – by Training Center (HRMSi)

This worksheet enables you to analyze the costs and revenue of a training event for atraining center, by Business Group, sponsoring organization and year.

Training Cost and Revenue Analysis – by Training Center and Year (HRMSi)

This worksheet enables you to analyze the cost and revenue of training activities fordifferent years. You can investigate by Business group, sponsoring organization, andtraining center.

Training Cost and Revenue Analysis – by Training Category and Year (HRMSi)

This worksheet enables you to analyze the cost and revenue of training events indifferent years. You can investigate costs and revenue for a Business Group, sponsoringorganization, and training category.

Training Cost and Revenue Analysis – Competence by Year (HRMSi)

This worksheet enables you to analyze the cost and revenue of training activities bycompetence and year.

Training Course Ranking by Amount Status – Course Ranking by Amount (HRMSi)

This report investigates the total amount of money generated by enrollments on eachtraining event, and allows training events to be ranked by the enrollment amountgenerated.

Training Success (HRMSi)

This report enables you to investigate how successfully employees are attending trainingcourses for a particular organization, location, job, and job category. You can also displayyour PMF targets by selecting a business plan.


Training Success Analysis – by Competence (HRMSi)

This worksheet enables you to investigate the success rate of a training activity bycompetencies. You can investigate competencies for a sponsoring organization and year.

Training Success Analysis – by Sponsoring Organization (HRMSi)

This worksheet enables you to investigate the training success rate of training eventsfor different sponsoring organizations.

Training Success Analysis – by Training Activity (HRMSi)

This worksheet enables you to investigate the success rate of different trainingactivities. You can investigate training activities by year and sponsoring organization.

Training Success Analysis – by Training Category (HRMSi)

This worksheet enables you to investigate the training success rate of events by trainingcategory. You can investigate different training categories for a Business Group and year.

Training Success Analysis – by Training Center (HRMSi)

This worksheet enables you to investigate the training success rate of different trainingcenters, by Business Group and year.

Training Success Analysis – for a Competence by Year (HRMSi)

This worksheet enables you to investigate the training success rate of training activitiesfor a competence over a number of years. You can investigate a competence for eachsponsoring organization.

Training Success Analysis – for a Sponsor Organization by Year (HRMSi)

This worksheet enables you to investigate the training success rate of training events fora sponsoring organization for each year.

Training Success Analysis – for a Training Activity by Year (HRMSi)

This worksheet enables you to investigate the success rate of training activities eachyear. You can investigate training activities by Business Group and activity.

Training Success Analysis – for a Training Category by Year (HRMSi)

This worksheet enables you to investigate the training success rate of a training eventin different years. You can analyze training success for a Business Group and trainingcategory.

Training Success Analysis – for a Training Center by Year (HRMSi)

This worksheet enables you to investigate the training success rate of a training centerover a number of years. You can analyze success by Business Group and training center.

General Compensation Structures

Element Link Details Report (Payroll)

The eligibility criteria for an element or group of elements.


Salary and Grade Related Pay and Progression

Average Salary By Group Report (HRMSi)

This report enables you to investigate the average salaries for different groups ofemployees. You can also select which area of your enterprise you want to investigate.

Average Salary Trend Report (HRMSi)

This report reviews salary trends in different areas of your enterprise. It displaysthe average salary of all your employees who match the selection criteria. You caninvestigate the trends in average salaries for different organizations, jobs, grades, andlocations. You can also choose the currency you want to view the salaries in, and includeor exclude salaries that are not paid in your chosen currency.

Current and Projected Progression Point Values Report

The expected results of running the Increment Progression Points process, that is theprojected point and value changes for a group of employees.

Employee Increment Results Report

The actual results of running the Increment Progression Points process, that isprogression point and value changes for a group of employees.

Employee Primary Assignment with Salary and Grade Rates (Multiple Hierarchies, United States Specific)Detail – by Organization Hierarchy (US)

This worksheet enables you to report on employee details, based on the employeeprimary assignment in the United States legislation, for a given organization and itssubordinate organizations.

Employee Primary Assignment with Salary and Grade Rates (Multiple Hierarchies) (United StatesSpecific) Detail – by Supervisor Hierarchy (US)

This worksheet enables you to report on employee details based on the employeeprimary assignment in the United States legislation, for a given supervisor and his/hersubordinates.

Employee Primary Assignment with Salary and Grade Rates (Multiple Hierarchies) Detail – byOrganization Hierarchy

This worksheet enables you to report on employee details based on the employeeprimary assignment (in a non-legislative specific format) for a given organization andits subordinate organizations.

Employee Primary Assignment with Salary and Grade Rates (Multiple Hierarchies) Detail – by SupervisorHierarchy

This worksheet enables you to report on employee details based on the employeeprimary assignment (in a non-legislative specific format) for a given supervisor andhis/her subordinates.


Employee Primary Assignment with Salary (Multiple Hierarchies) Detail – by Organization Hierarchy

This worksheet enables you to report on employee details based on employee primaryassignment, in a non-legislative specific format, for a given organization and itssubordinate organizations.

Employee Primary Assignment with Salary (Multiple Hierarchies) Detail – by Supervisor Hierarchy

This worksheet enables you to report on employee details based on employee primaryassignment, in a non-legislative specific format, for a given supervisor and his/hersubordinates.

Employee Salary (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by bimonthly.

Employee Salary (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by month.

Employee Salary (Organization Hierarchy) Trend Analytics by Month and Organization (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by month and organization.

Employee Salary (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by quarter.

Employee Salary (Organization Hierarchy) Trend Analytics by Quarter and Organization (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by quarter and organization.

Employee Salary (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by semi-year.

Employee Salary (Organization Hierarchy) Trend Analytics by Year and Organization (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by year and organization.

Employee Salary (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet lists the average salaries of employees, within a given daterange, grouped by year.

Employee Salary and Grade Range (Organization Hierarchy) Trend Analysis Full Details (HRMSi)

This worksheet compares employees’ salaries to their grade minimum, mid, andmaximum points, and displays the value required for the employee’s salaryto reach the next point in the grade. It also includes details of employees’organization, location, job, and position.


Employee Salary and Grade Range (Organization Hierarchy) Trend Analysis Graph (HRMSi)

This worksheet displays a table and a chart that compare each employee’s salary to theminimum, mid, and maximum points for their grade.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Age Band (HRMSi)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by Age Band.

Employee Salary by Group (Organization Hierarchy) Status Analytics by GB Ethnic Group (HRMSi) (UK)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by UK ethnic group.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Gender (HRMSi)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by gender. Employee Salary by Group (Organization Hierarchy)Status Analytics by US Ethnic Group Worksheet (HRMSi) (US) This worksheet enablesyou to investigate the average salaries of different groups of employees, grouped byUS ethnic group.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Grade (HRMSi)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by grade.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Job (HRMSi)

This worksheet enables you to investigate the average salaries of different groupsof employees, grouped by job.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Length of Work Band (HRMSi)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by Length of Work Band.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Location (HRMSi)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by location.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Organization (HRMSi)

This worksheet enables you to investigate the average salaries of different groupsof employees, grouped by organization.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Performance Rating (HRMSi)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by performance rating.

Employee Salary by Group (Organization Hierarchy) Status Analytics by Position (HRMSi)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by position.


Employee Salary by Group (Organization Hierarchy) Status Analytics by US Ethnic Group (HRMSi) (US)

This worksheet enables you to investigate the average salaries of different groups ofemployees, grouped by US ethnic group.

Employee Salary by Job and Grade (Multiple Hierarchies) Status – by Organization Hierarchy (HRMSi)

This worksheet enables you to compare employee salaries for each job and grade. For agiven organization and its subordinate organizations, the average, minimum, andmaximum employee salaries for jobs and grades are shown.

Employee Salary by Job and Grade (Multiple Hierarchies) Status – by Supervisor Hierarchy (HRMSi)

This worksheet enables you to compare employee salaries for each job and grade. Fora given supervisor and his/her subordinates, the average, minimum, and maximumemployee salaries for jobs and grades are shown.

Employee Salary Change (Multiple Hierarchies) Detail – by Organization Hierarchy

This worksheet enables you to report on employee salary change details by organizationfor a given time period.

Employee Salary Change (Multiple Hierarchies) Detail – by Supervisor Hierarchy

This worksheet enables you to report on employee salary change details by supervisorfor a given time period.

Employee Salary Change Detail – by Gender

This worksheet enables you to analyze salary change within your organization, bygender. It allows you to analyze differences in salary changes between male and femaleemployees across organizations.

Employee Salary Change Detail – by Performance Rating

This worksheet enables you to investigate the effects of performance ratings onemployee salary change across organizations. It allows you to ensure employees arerewarded for performance.

Employee Salary Change Detail – by Person

This worksheet enables you to investigate salary changes for individual employees.

Employee Salary Change Detail – by Years of Service

This worksheet displays salary change information by years of service acrossorganizations. The resulting information allows you to compare salary change acrossBusiness Groups and organizations, and view salary change information by length ofservice.

Employee Salary Change Detail – Summary

This worksheet enables you to view information about salary changes within yourorganization. The resulting information allows you to analyze salary changes acrossall organizations in a Business Group.


Employee Salary Component (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

Use this worksheet to investigate the cost of salary changes for each change componentacross different bimonthlies.

Employee Salary Component (Organization Hierarchy) Trend Analytics by Month (HRMSi)

Use this worksheet to investigate the cost of salary changes for each change componentacross different months.

Employee Salary Component (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

Use this worksheet to investigate the cost of salary changes for each change componentacross different quarters.

Employee Salary Component (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

Use this worksheet to investigate the cost of salary changes for each change componentacross different semi-years.

Employee Salary Component (Organization Hierarchy) Trend Analytics by Year (HRMSi)

Use this worksheet to investigate the cost of salary changes for each change componentacross different years.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Age (HRMSi)

This worksheet investigates the spread of salaries across employee ages.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Grade (HRMSi)

This worksheet investigates the spread of salaries within grades.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Job (HRMSi)

This worksheet investigates the spread of salaries within jobs.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Length of Service (HRMSi)

This worksheet investigates the spread of salaries within Length of Service bands.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Location (HRMSi)

This worksheet investigates the spread of salaries within locations.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Organization (HRMSi)

This worksheet investigates the spread of salaries within organizations.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Performance Rating (HRMSi)

This worksheet investigates the spread of salaries across performance ratings.

Employee Salary Spread (Organization Hierarchy) Detail Analytics by Position (HRMSi)

This worksheet investigates the spread of salaries within positions.


Employee with Tenure (Multiple Hierarchies) Detail – by Organization Hierarchy

This worksheet enables you to report on employee tenure details (based on the employeeprimary assignment in a non-legislative specific format) for a given organization andits subordinate organizations.

Employee with Tenure (Multiple Hierarchies) Detail – by Supervisor Hierarchy

This worksheet enables you to report on employee tenure details (based on the employeeprimary assignment in a non-legislative specific format) for a given supervisor andhis/her subordinates.

Headcount and Salary Trend (HRMSi, DBI)

This report shows changes in head count and salaries over time for the selected topline manager.

Headcount and Salary by Country (HRMSi, DBI)

This report displays the total employee head count, percentage headcountchange, average salary and percentage average salary change for the countries with thehighest head count for the selected top line manager.

Headcount and Salary Detail (HRMSi, DBI)

This report lists the employees and their salary that comprise the Total Salary value youdrilled from the Salary by Job Family Status report. This report displays the salaries inboth their local currency and in the DBI primary or the global currency.

Salary (HRMSi, DBI)

The Salary report displays the employee total salary, average salary, and salary changepercent of all direct reports for the selected top line manager.

Salary by Job Function Status (HRMSi, DBI)

This report is similar to the Salary report, except that it presents a view of the selectedmanager’s employees by job function. You can access this report from the Total Salarycolumn in the parent Salary report.

Salary by Job Family Status (HRMSi, DBI)

This report is similar to the Salary report, except that it presents a view of the selectedmanager’s employees by job family. You can access this report from the Job Functionnames in the Salary by Job Function report.

Salary and Grade Range Report (HRMSi)

Using Oracle HRMS you can define the minimum, mid points and maximum salaries fordifferent grades in your enterprise. This report enables you to investigate how salariesrelate to grade rates, including which employees are paid more than the maximum fortheir grade, which employees are paid below the mid point or maximum for their gradeand by how much, and what would be the cost of increasing a group of employees to themid point or maximum for their grade.


Salary Component Trend Report (HRMSi)

The amount your enterprise spends on salaries is likely to change over time. OracleHRMS enables you to record a reason for each salary increase you give to anemployee. Use the Salary Component Trend report to investigate the total cost of salarychanges for each change component you have identified.

Salary Distribution Within Grade Range PMV Report (HRMSi)

This report provides a view of the Workforce Below Grade Mid Point and WorkforceAbove Grade Mid Point Key Performance Indicator data. The report displays table databy default; you can optionally display the chart.

Salary Review Report

Current, past and proposed salaries for a selected list of employees.

Salary Spread Report (HRMSi)

Within your enterprise it is useful to know the salary ranges for different groups ofemployees. This report investigates the spread of salaries by four different criteria: age(in years), length of service (in years), grade, and Performance Rating.

Salary Survey Comparison – Salary Survey Mappings (HRMSi)

This worksheet enables you to analyze salary surveys, which have been mappedto particular jobs or positions.

Salary to Grade Range Mid Point Variance PMV Report (HRMSi)

This report provides a view of the Salaries Varying From Grade Mid Point KeyPerformance Indicator data. The report displays table data by default; you can optionallydisplay the chart.

Compensation and Awards Management

Compensation Workbench Progress Report

This report checks the progress of the compensation cycle for an availability periodand plan that you select. If you run the report after the Compensation WorkbenchPre-Process, it provides information about employee eligibility. If you run the reportafter the Compensation Workbench Post Process, it summarizes the rates assignedto each employee.

Mass Awards Deselection (FD)

Lists employees deselected for a mass award

Mass Awards Listing by Employees (FD)

Notification of Personnel Action in list form for an individual employee selected for amass award

Mass Awards NPA Listing for All Employees (FD)

Notification of Personnel Action in list form for employees selected for a mass award


Mass Award Preview (FD)

Lists employees selected for a mass award

Mass Salary Deselection (FD)

Lists employees deselected for a salary adjustment

Mass Salary PA Listing for All (FD)

Notification of Personnel Action in list form for employees selected for a salaryadjustment

Mass Salary PA Listing for Employee (FD)

Notification of Personnel Action in list form for an individual employee selected for asalary adjustment

Mass Salary Preview (FD)

Lists employees selected for a salary adjustment

Leave and Absence Management

Absence Action List Report

Details the re-integration actions to be performed for employees.

Absence Hours Report (HRMSi)

This report investigates the absence hours recorded for employees in your enterprise. Youcan select the employees you want to run the report for by organization, location, jobcategory, job, and grade. You can also run the report for the time period of your choice.

Absence Report (FR)

Lists the details regarding the employer, absences and the salaries received by theemployee over a reference period for reporting to the French Local Social Security(CPAM).

Absence Report (HU)

Lists the normal and sickness holiday days an employee is entitled to annually.

Absences Report

Absence details for an employee or organization, for some or all absence types.

Daily Sick and Recovery Report (Netherlands)

Details all new instances of sick employees and all employees who have recoveredfrom an illness.

Employee Absence Hours (Organization Hierarchy) Trend Analytics by Bi Month (HRMSi)

This worksheet investigates the absence hours recorded for employees in your enterpriseover time, grouped by bimonthly.


Employee Absence Hours (Organization Hierarchy) Trend Analytics by Month (HRMSi)

This worksheet investigates the absence hours recorded for employees in your enterpriseover time, grouped by month.

Employee Absence Hours (Organization Hierarchy) Trend Analytics by Quarter (HRMSi)

This worksheet investigates the absence hours recorded for employees in your enterpriseover time, grouped by quarter.

Employee Absence Hours (Organization Hierarchy) Trend Analytics by Semi Year (HRMSi)

This worksheet investigates the absence hours recorded for employees in your enterpriseover time, grouped by semi- year.

Employee Absence Hours (Organization Hierarchy) Trend Analytics by Year (HRMSi)

This worksheet investigates the absence hours recorded for employees in your enterpriseover time, grouped by year.

Employee Hours Worked (Organization Hierarchy) Trend Analytics by Payroll Period (HRMSi)

This worksheet investigates the number of overtime and regular hours worked. Theworksheet displays the number of hours worked for each overtime band you use in yourenterprise, such as double time or time-and-a-half.

Employees on Leave (Multiple Hierarchies) Detail – by Organization Hierarchy

This worksheet enables you to report on employees who are on leave on the effective datechosen. Employees are listed for a given organization and its subordinate organizations.

Employees on Leave (Multiple Hierarchies) Detail – by Supervisor Hierarchy

This worksheet enables you to report on employees who are on leave on the effectivedate chosen. Employees are listed for a given supervisor and his/her subordinates.

Hours Worked Report (HRMSi)

This report investigates the number of overtime and regular hours worked. Thereport displays the number of hours worked for each overtime band you use in yourenterprise, such as double time or time-and-a-half. You can run the report for a selectedtime period.

Leave Details Report (Payroll) (South Africa)

This report is used for monitoring and analyzing employee absences (sample report).

Leave Liability Report (Payroll) (AU)

Displays leave balances for employees.

Leave Liability Report (NZ)

Displays the accrued debt owed by an organization for the leave balances of theiremployees.

Leave Liability Report (Payroll) (South Africa)

Calculates monetary value of accrued leave (sample report).


Maximum SSP Weeks Report (UK)

Provides details of employees who have had absences for 22 weeks or longer, enablingyou to monitor long periods of incapacity for work (PIWs) which have reached, or areapproaching, the maximum number of weeks that SSP can be paid.

Open Sickness Absences Report (UK)

Provides information on current sickness absences.

SAP Element Results Report (UK)

Lists and sums all the run results processed for the statutory pay element for a specifiedpayroll period, and displays them by individual assignment or employee.

SMP Element Results Report (UK)


SPP Adoption Element Results Report (UK)


SPP Birth Element Results Report (UK)


SSP Element Result Listing (UK)


Statutory Adoption Pay Report (UK)

Provide information on the statutory payment history for a specified period, for eachemployee included in the report.

Statutory Maternity Pay Report (UK)


Statutory Paternity Birth Pay Report (UK)


Statutory Paternity Adoption Pay Report (UK)


Statutory Sick Pay Report (UK)



Health and Welfare Management

COBRA Benefit Initial Information (US)

This report--typically sent to employee new hires--provides general information aboutCOBRA.

COBRA Benefits Notification Letter (US)

This report provides electable choice information to persons who are eligible for COBRA.

COBRA Coverage or Payments Report (US)

Coverage of payments report.

COBRA Standard Letters (including Expiration and Grace Period Expiration) (US)

Publish a standard COBRA letter.

COIDA Report (Payroll) (South Africa)

Compensation for Occupational Injuries & Diseases Act report.

Eligibility and Enrollment List

Run this report to list the total number of eligible and enrolled participants in plansyou administer for Standard and Advanced Benefits, Individual CompensationDistribution, and Compensation Workbench. The report also lists newly ineligibleand de-enrolled participants.

HIPAA Dependent Letter (US)

Run this report to generate a HIPAA certificate for qualified dependents only, such as forinstances where a dependent ages out of a plan.

HIPAA Letter (US)

Run this report to generate a HIPAA certificate for qualified participants and theirdependents

Life Events Summary Report

Run this report to analyze life events that occur to your compensation and benefitsparticipants. The report lists the total number of potential and active life events, andtheir status, for a specified period.

Premium Reconciliation Report

Run this report to support the monthly benefits billing reconciliation process. This reportcompares monthly premium amounts to standard rates and element entries by payperiod, for all participants enrolled during the reporting period.

Other Payroll Earnings and Deductions

Union Deductions Report (Payroll) (UK)

Total deductions that your employees pay to unions.


Payrolls

Payroll Statutory Calendar Report (Payroll) (UK)

The sequence of regular payment dates for each payroll and the numbers of assignmentscompleted, pre-paid and paid within a run.

Payroll Report (Check list for Unemployment Insurance) (Payroll) (Japan)

This is a list to check details of unemployment insurance insured employee

Payroll Report to Create File-Notification Change Address for Welfare Pension Insurance (Payroll) (Japan)

This notification file is submitted by the business proprietor to the social insurance officewhen an insured employee’s address is changed.

Payroll Report to Create File-Notification of Disqualification for Welfare Pension Insurance (Payroll) (Japan)

This notification file is submitted by the business proprietor to the social insuranceoffice when the insured employee loses qualification because of some reason(termination, death, etc.)

Payroll Report to Create File-Notification of Geppen for Welfare Pension Insurance (Payroll) (Japan)

This notification file is submitted by the business proprietor to the social insurance officewhen an employee’s social insurance premiums are changed without waiting for thefollowing regular determination because of rise in pay etc.

Payroll Report to Create File-Notification of Qualification for Welfare Pension Insurance (Payroll) (Japan)

This notification file is submitted by the business proprietor to the social insuranceoffice when the person applicable to Article 9 of Welfare Pension Insurance Law or the10th article is employed.

Payroll Report to Create File-Notification of Santei for Welfare Pension Insurance (Payroll) (Japan)

This notification file is submitted by the business proprietor to the social insuranceoffice when an employee’s social insurance premiums in and after October of the yearare determined based on their earnings.

Payroll Payment and Distributions

Advance Pay Listing (Payroll) (UK)

Details of the advance pay periods for employees due to receive advance pay.

Cheque Listing (Payroll) (South Africa)

Cheque payments made to employees.

Coinage Analysis Report (Payroll) (South Africa)

A cash analysis which provides a breakdown of the cash required.

Credit Transfer Payments Report (Payroll) (South Africa)

Paid/unpaid cheque values per bank branch.


Deduction Register Report (Payroll) (South Africa)

Deductions per element per employee.

Deposit Schedule Report (Payroll) (South Africa)

For credit transfer payments into bank accounts.

Employment Equity Income Differential Report (Payroll) (South Africa)


Gross to Net Summary (Payroll) (UK)

Details of total earnings and deductions summarized for a specified payroll and payrollperiod.

Gross to Net Summary (Payroll) (US)

Details of total earnings and deductions summarized for a specified payroll and payrollperiod.

Manual Payments Report (Payroll) (South Africa)

Manual payments made for selected payruns and assignments.

Pay Advice (Payroll) (AU)

Generates pay advice for all employees for a specified payroll and period.

Pay Advice (Payroll) (Singapore)

Provides pay advice details in a customizable format, either for single assignments or allassignments on a payroll, after PrePayments process is complete for the payroll.

Pay Advice (Payroll) (South Africa)

A sample pay advice.

Pay Advice (Payroll) (France)

Presents Pay Advice details in a customizable format, either for single assignments or forall assignments on a payroll after PrePayments process is complete for the payroll.

Pay Advice (Payroll) (NZ)

Generates pay advice for all employees for a specified payroll and period.

See: Oracle HRMS for New Zealand User Supplement.

Pay Advice (Payroll) (Hong Kong)

Details about employees’ income and deductions.

Pay Advice (Payroll) (UK)

Pay advice details in a customizable format, either for single assignments or for allassignments on a payroll after PrePayments process is complete for the payroll.


Payment Output File (Dutch)

Run this report to initiate the creation of the EFT Payment file. Produced in the formatrequired by the official body Interpay, the EFT Payment file enables you to sendemployee payment details to your bank on magnetic tape.

RSC Levy Report (Payroll) (South Africa)

The amount of levies to be paid per RSC region.

Saudi Payment Output File (Payroll) (SA)

Run this report to initiate the creation of the EFT Payment file. The EFT Payment fileenables you to send employee payment details to your bank on magnetic tape.

Saudi Payslip Report (Payroll) (SA)

Use this report to generate both online and printed payslips for employees. Onlinepayslips enable employees to view their payslips information online, and helps reduceoverheads, administration, and maintenance costs.

Skills Development Levy Report (Payroll) (South Africa)

Skills development levy per SETA or per organization within SETA.

Statement of Earnings (Payroll) (US)

Check writer process produces paychecks with statement of earnings.

Separation Pay E-file Report (Payroll Korea)

Oracle Payroll generates a report about separation pay, based on the Separation PayArchive. Once generated, the employer can view, and print the report, and store it onmagnetic tape to send to National Tax Service (NTS).

Separation Pay Slip Report (Payroll Korea)

Run this report to generate a pay slip with the earnings and deductions summary for allemployees who left the enterprise, for a specified payroll and period. This generated payslip report is then submitted to the National Tax Service (NTS).

Separation Pay Tax Receipt Report (Payroll Korea)

Run this report to generate the separation pay tax receipt for all employees who left theenterprise, for a specified payroll and period, and submit the generated report to theNational Tax Service (NTS). The report contains detailed information like income tax andresident tax for received payments at the time the employee leaves the enterprise.

Additional Wages CPF Capping Report (Payroll Singapore)

The Additional Wages CPF Capping report shows whether an employee has overpaidor underpaid their Central Provident Fund (CPF) contributions on additionalwages. Employees who have overpaid CPF are eligible to claim this amount from theCentral Provident Fund Board.


Payroll Statutory Deductions and Reporting

Archive P11D (HR and Payroll) (UK)

Runs the Legislative Report Generator to generate details of Class 1A NICs for reportingto the Inland Revenue.

Deduction Report (Payroll) (US)

The Deductions report always shows details for each run within the selected time frameby deduction classification, deduction type, and employee information. This informationcan be sorted by GRE, Location, or Organization

Employee Income Payment Detail Report (China)

Contains detailed information for the summarized information provided in theIndividual Income Tax Withholding report.

Employee Listing (Hong Kong)

List of current employees with information such as employee name, identity cardnumber, passport number, work permit number and expiry date, and the date anemployee joined the company.

Employer Monthly Schedule Report (New Zealand) (NZ)

Lists the details of all employees and is submitted to Inland Revenue.

FBT Report (Australia) (AU)

Displays Fringe Benefits Tax information for a cost center.

Individual Income Tax Withholding Report (China)

Provides summarized information for all tax group rates separately.

Inland Revenue Arrears Payment Report (NZ)

Lists employees who are required to pay student loans or child support arrears toInland Revenue.

Inland Revenue Form IR21 (Payroll) (Singapore)

Summarizes an employee’s organization, personal details, and earnings and benefits inthe two years prior to leaving the organization.

Inland Revenue Remittance Certificate Report (NZ)

Submitted to Inland Revenue by employers who are required to make PAYEpayments, or employers who are Specified Superannuation Contribution WithholdingTax (SSCWT) payers.

IR56B Report (Payroll) (Hong Kong)

A statement of earnings for each employee used by the Inland Revenue to assessindividual statements and forward an account to the employee for tax payable forthe past financial year.


IR56E Report (Payroll) (Hong Kong)

Submitted for new hires, and includes information such as an employee’s personalinformation, including their name, identification details, address, the employee’s legalemployer details and employment information.

IR56F Report (Payroll) (Hong Kong)

A notification by the employer about an employee who is leaving the enterprise butintending to stay in Hong Kong.

IR56G Report (Payroll) (Hong Kong)

A notification by the employer about an employee who is leaving the enterprise andalso departing from Hong Kong.

IRP5 Tax Certificate (Payroll) (South Africa)

Tax certificates for employees who have paid tax during this tax year.

IT3(a) Tax Certificate (Payroll) (South Africa)

Tax certificates for employees who have paid no tax during this tax year.

MPF Remittance Report (Payroll) (Hong Kong)

A contribution report submitted to the Mandatory Provident Fund (MPF) Trusteedetailing contributions for the period.

National Service In-Camp Training Computation (Payroll) (Singapore)

Calculates the pay amount that an employer can claim from the Ministry of Defence foran employee who is attending mandatory National Service In-Camp Training.

Health Insurance Premium Adjustment Annual Earnings Archive Process (Payroll Korea)

Stores information about the employees’ previous year’s earnings and the number ofmonths worked in the previous year, and to produce an E-file that will be sent to theNational Health Insurance Corporation (NHIC).

Health Insurance Adjustment Report for Leaving Employees (Payroll Korea)

The Health Insurance Adjustment for Leaving Employees report is run for all theemployees leaving the enterprise and the report is then sent to National Health InsuranceCorporation (NHIC). The report contains information such as the employees’ previousyear’s income and the number of months the employee was employed in the enterprise.

NHIC uses this information to calculate and adjust the premium amount an employeemust pay before leaving the enterprise.

National Pension Adjustment Annual Earnings Archive Process (Payroll Korea)

Stores information about the employees’ earnings and the number of months workedin the previous year, and to produce an E-file that will be sent to the National PensionCorporation (NPC)

NPC uses this information to recalculate the pension and notify the enterprise about thenew pension due for the current year.


National Pension Adjustment Report (Payroll Korea)

The National Pension Adjustment report is run for all the employees whose status haschanged (newly hired or terminated workers) since the last report, and then send thereport to the National Pension Corporation (NPC).

The NPC uses this information to calculate and adjust a new premium for the worker.

Statutory Deduction Adjustment Information - Upload Process (Payroll Korea)

You upload payroll adjustment information sent by the National Pension Corporation(NPC) and the National Health Insurance Corporation (NHIC) by uploading the text fileand placing it in a directory where it can be read by the upload process. The applicationreads the data and loads into the Batch Element Entry (BEE) tables. These agencies sendyour enterprise these details as a text file.

NI Car Detail Report (Payroll) (UK)

All the NI Y amounts due from employees on a given payroll who have companycar benefits.

NICable Benefits Summary Report (UK)

Lists the employee benefits for which the employer is liable for NI contributions.

P30 Report (Payroll) (Ireland)

PAYE and PRSI information for issue to the tax office each calendar month.

P35 Report (UK)

PAYE and PRSI information for all employees including leavers for issue to the taxoffice at the end of the tax year.

P45 Alignment Report (Payroll) (UK)

Draft printer alignment for P45 reports.

P45 Report (Payroll) (UK)

P45 details for terminated employees for issue to the tax office and the leaver; P45 detailsfor current employees for issue to different tax offices.

P45(3) & P46 Exceptions Report (UK)

Enables you to identify those employees for whom a P45(3) or P56 has not beencreated, yet have been paid since their initial hire date.

P46 (P160) Pension Notification (UK)

Enables you to provide information on recipients of taxable pensions, and those gainingextra income while collecting a pension.

P60 Report (Payroll) (UK)

P60 details for employees employed by the business at the end of the tax year.


Quarterly Employment Survey (NZ)

Extracts information to enable the Statistics New Zealand quarterly employment surveyto be completed.

Report on Hirings (CA)

You submit this monthly report to Human Resources Development Canada (HRDC) aspart of a government insurance program designed to deter and detect overpayments.

Saudi Monthly Contributions Report (Payroll) (SA)

Use this report to create a list of employers’ (on behalf of employees) contributions toGOSI for the contributory month. This enables the GOSI office to keep track of employeehead count and their contributions to GOSI.

Saudi New and Terminated Workers Report (Payroll) (SA)

Use this report to provide monthly updates to the GOSI office about new and terminatedemployees for the specified month.

Saudi Workers Movement Report (Payroll) (SA)

Use this report to create a list of employees’ movement for the specified month. Thisenables the GOSI office to keep track of newly hired employees, (with and withoutGOSI number) and terminated employees.

Summary of Tax Certificates (Payroll) (South Africa)

Summary of totals for each SARS code per preprocess.

Superannuation Contribution Report (AU)

Identifies monthly figures for superannuation salary and employer superannuationguarantee contributions.

Tax Certificate Number Report (Payroll) (South Africa)

Lists the generated tax certificate numbers and their assignment details, and the numberof tax certificates issued and reissued.

Tax Office Report for Manual Completion (NL)

Enables you to generate the tax office report, print it out, and manually complete theremaining sections before sending it out to your tax office.

Tax Payments Listing (Payroll) (UK)

Details of employees’ PAYE and National Insurance deductions.

Tax Register Report (Payroll) (South Africa)

Tax-related information and balances for current employees and ex-employees.

File-Tax Withheld Report (Payroll) (Japan)

This notification file details the total income tax withheld from an employee’searnings. Created by the legal employer to send the relevant local government.


Final Notice of Fixed Labor Insurance Fee Report (Payroll) (Japan)

This is the total list of wages for employees with breakdown of each month, and issubmitted by the business proprietor to the relevant Labor Standards Inspection Officein May.

Local Tax Withheld Report (Payroll) (Japan)

This report details the total income tax withheld from an employee’s earnings. Theamount of tax withheld is forwarded by the legal employer to the relevant localgovernment.

Notification Change Address for National Pension Type 3 Insured Report (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insurance officewhen an employee’s insured dependent’s (=National Pension Type 3rd insured’s)address is changed.

Notification to Change Address for Welfare Pension Insurance Report (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insurance officewhen an insured employee’s address is changed.

Notification to Change Address for Welfare Pension Insurance Report (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insurance officewhen an insured employee’s address is changed.

Payroll Report (Notification for Geppen) (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insurance officewhen an employee’s social insurance premiums are changed without waiting for thefollowing regular determination because of rise in pay etc.

Payroll Report (Notification for Santei) (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insurance officewhen an employee’s social insurance premiums in and after October of the year aredetermined based on their earnings.

Payroll Report (Notification of Deduction for Dependents) (Payroll) (Japan)

This notification details employee’s dependents so that he/she can receive deductionof a tax reduction for spouses, allowance for dependent, credit for handicappedperson, etc. The legal employer receives this from employees before YEA period andmust keep this in case the tax authority asks to present.

Payroll Report (Notification of Deduction for Ins Premiums, Spouse) (Payroll) (Japan)

This notification details employee’s premiums of life and nonlife insurances so thathe/she can receive insurance premium deduction and special exemption for spouse. Thelegal employer receives this from employees before YEA period and must keep thisin case the tax authority asks to present.


Payroll Report (Notification of Dependents for Health Insurance / Notification of Type 3 Insured forNational Pension) (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insurance officewhen the details of insured employee’s dependents is changed.

Payroll Report (Notification of Disqualification for Health Ins/Welfare Pension Insurance) (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insuranceoffice when the insured employee loses qualification because of some reason liketermination, and death.

Payroll Report (Notification of Qualification for Health Ins/Welfare Pension Insurance) (Payroll) (Japan)

This notification is submitted by the business proprietor to the social insurance officewhen the person applicable to Article 9 of Welfare Pension Insurance Law or the 10tharticle is employed.

Salary Payment Summary Report (Payroll) (Japan)

This report details the total income tax withheld from all employees’ total earnings. Theamount of tax withheld is forwarded by the legal employer to the relevant localgovernment.

Si FD Report (Payroll) (Japan)

This is a request set to execute line#2-#6 at once.

Tax Withheld Report (Payroll) (Japan)

This report details the total income tax withheld from an employee’s earnings. Theamount of tax withheld is forwarded by the legal employer to the relevant Japanesetax authority.

Total Income Tax Withheld Report (Payroll) (Japan)

This report details the total income tax withheld from all employees’ total earnings. Theamount of tax withheld is forwarded by the legal employer to the relevant Japanesetax authority.

Payroll Processing and Analysis

1099-R Exception Register (Payroll) (US)

Identifies employees who:have negative box 1 totals on the Form 1099-R, or have a zerobox 1 total on the Form 1099-R, but have other negative 1099-R box totals.

1099-R Forms (Payroll) (US)

Provides for printing of retiree 1099-R at an individual level as well as all employees ina GRE.

1099-R Information Return (Payroll) (US)

Allows printing a single 1099-R or a range of 1099-Rs that you define. Sort options giveyou further flexibility in 1099-R distribution.


1099-R Register (Payroll) (US)

Allows viewing the amounts reported in each box of the Form 1099-R for all employeesin a particular GRE for a given year.

1099-R Register Totals (Payroll) (US)

You can choose to view only the box totals for all selected employees in the report;individual employees will not be included in the report. Or you can choose to view boxtotals in the report for selected individual employees, as well as the totals for theseemployees.

Alien Retro Benefits Loss (Payroll) (US)

The Alien Retro Benefits Loss report identifies employees who have earned treatybenefits that are then revoked.

Alien Retro Benefits Projection (Payroll) (US)

The Alien Retro Benefits Projection identifies employees who are earning alien tax treatybenefits that could be subject to a retroactive loss at some point in the future.

Annual Unemployment Insurance (Form 940) Information (Payroll) (US)

Provides numbers for annual 940 filing.

Annual FUTA Tax Return (Payroll) (US)

Oracle Payroll provides certain information in the form of a work sheet that you thentranscribe to the official form 940; however, some information must be provided by you.

Audit Report (Payroll)

Selects person, employee or applicant, assignment, element, recurring or non-recurringstatus. Shows Business Group, GRE (US only), assignment details, personentering data (responsibility), input date, effective change date, details of personaffected. Lists all fields changed, with input date and effective date, old value and newvalue, responsibility, workstation address.

Cost Breakdown Report for Costing Run (Payroll)

Summarized costing totals for an individual costing.

Cost Breakdown Report for Date Range (Payroll)

Summarized costing totals for all costing runs within a given date range.

Earnings Audit (Payroll) (US)

Report detailing all employees with a particular element being processed in a givenpay period.

Element Result Listing (Payroll)

Run results processed for a particular element over a defined period, and run results forselected input values of each employee’s last assignment process.


Employee Payroll Movements Report (Payroll)

New hires, terminations, transfers in and transfer out of a selected payroll.

Employee Run Results (Payroll) (CA, US)

Users may select various elements for the various time frames, assignment of GREs. Thereport shows the run results for selected information by pay period.

Employee Run Results Summary Report (Payroll) (UK)

Includes all assignments, gross pay, PAYE, employee’s NI contribution, employer’s NIcontribution, other deductions, total deductions, net pay and total pay for the payroll.

Federal 1099-R (magnetic media) (Payroll) (US)

Creation of Federal 10999R magnetic media.

Federal and State Tax Remittance Reporting (Payroll) (US)

This report shows the federal and state balances summarized for a particular range ofcheck dates.

Federal W-2 (magnetic media) (Payroll) (US)

Creation of Federal W-2 magnetic media and summary totals.

GRE Totals (Payroll) (US)

Reconciliation report to be used to assist in period end processing balancingpurposes. This report shows Federal and State level taxable balances and withholdings.

Local Tax Remittance Reporting (Payroll) (US)

This report shows the local tax balances summarized for a particular range of check dates.

Multiple Assignments Report (Payroll) (UK)

Lists employees who have been marked for multiple assignment processing andindicates where Priority Processing Type is not set and cannot be defaulted.

Multiple Worksite Report (US)

Reports on wages and locations of employees in all the multiple locations across allSUIs and other GREs.

NACHA (magnetic media) (Payroll) (US)

Provides for creation of employee NACHA information to be submitted.

NACHA Report (Payroll) (US)

Detail of employee NACHA information.

Over Limit Reporting (Payroll) (US)

The Over Limit Report identifies employees who have had taxes withheld in excessof the legal limit.


Pay Advice Alignment Report (Payroll) (UK)

Draft printer alignment for your sample pay advice.

Payment Register (Payroll) (South Africa)

Payment elements per employee.

Payment Register Detail and Summary Reports (Payroll) (US)

Detail and summary reports listing payments made to employees, listing paymentmethod, check number, and amount.

Payments Summary Report (Payroll) (UK)

Payments totalled by payment method type and organizational payment method for aspecified payroll and payroll period. Account details for each organizational paymentmethod are also listed.

Payroll Activity Report (Payroll) (US)

The Payroll Activity report shows employee and group level payroll details.

Payroll Message Report (Payroll)

Display messages for processes connected to specified payrolls.

Payroll Reconciliation Payment Summary Report (Australia)(AU)

Generates payroll reconciliation or end of year processing and for all the legal employersin that period.

Payroll Reconciliation Summary Report (Australia)(AU)

Generates payroll reconciliation summary report for a specific payroll or quick-payrun, or for a specific period.

Payment Summary Self Printed Report (AU)

This report enables employers to self print payment summaries on plain paper. Thisfeature is only available to employers who submit their Payment Summary data tothe ATO electronically.

Payment Summary Validation Report (AU)

This report obtains all information from the archive tables and can be run several timesin a year, against archived data, for data validation. The report lists details that arenormally printed on the Payment Summary.

Payroll Tax Report (Australia)

Run this report to generate a payroll tax report detailing employer’s liability for payrolltax contributions for a specified month and for a specified Australian state. You mustrun your payroll before running this report.

Payroll Reconciliation Report (New Zealand) (NZ)

Generates a payroll reconciliation for a specified payroll period.


Payroll Register (Payroll) (US)

Payroll Register Reporting is used to show employee and group level payroll details

Retro Notifications Report

Generates an assignment set containing retroactive changes applying to a period forwhich payroll processing has already taken place.

Saudi Payroll Register Report (Payroll) (SA)

Use this report to create payroll information for each employee for each payrollperiod, and store information for payroll verification, validation, and auditing purposes.

Start of Year: Records Unprocessed Report (Payroll) (UK)

Valid records on the Inland Revenue P9 tape that do not fully match your databaserecords after running the Start of Year process.

UIF Report (Payroll) (South Africa)

Employee and employer contributions made to the Unemployment Insurance Fund.

W-2 Forms (Payroll) (US)

Prints employee W-2s at an individual level, thus allowing W-2s to be created asemployees terminate, or for an entire GRE.

Year End Negative Balance Reports (Payroll) (US)

Report listing any negative balances found due to user adjustments or conversion issues.

Year End Adjustment e-File Report (Payroll) (Korea)

The generated report is about Year End Adjustment, based on the year end balanceadjustment and archive process to view, and print the report, and store it on magnetictape, and send the generated magnetic file to the local tax offices upon their request.

Year End Adjustment Ledger Report (Payroll) (Korea)

Generates the YEA Ledger using Oracle Reports for all three YEA types, Normal, Interimand Re. You can generate the ledger using three different criteria:

• Business Place

• Payroll Action

• Assignment Action

Year End Adjustment Reclaim Sheet (Payroll) (Korea)

Generates a record with details about YEA tax exemptions and deductions. OraclePayroll bases this information on the date the employer enters in the Year EndAdjustment Information window. The enterprise uses it to claim YEA and keeps therecord as documentation for National Tax Services.

Year End Adjustment Tax Receipt Report (Payroll) (Korea)

Generates a YEA tax receipt with details like housing pre-tax deduction and insuranceexemption for a particular payroll action, business place or an assignment set.


Year End Adjustment Tax Summary Report (Payroll) (Korea)

View the summarized YEA tax details for a business place and period in the generatedreport.

IR8S Ad Hoc Printed Archive Report (Payroll) (Singapore)

Generates an IR8S report for validation purposes, before submitting the report to theIRAS.

Payroll Event Rules

Void Payments (Payroll)

Details of cancelled cheque payments

Deploy Self Service Capability

Notification of Personnel Action (SF 50) (FD)

Prints the standard Notification of Personnel Action for an approved Request forPersonnel Action

Request for Personnel Action (SF-52) (FD)

Prints the contents of the employee’s Request for Personnel Action

Workforce Intelligence

Dutch Assignment SCL FLexfield Upgrade Report (Netherlands)

Run this report to view the information removed and moved by the Dutch AssignmentSCL Flexfield upgrade script.

Processes

A8A File (Payroll) (Singapore)

Creates a file that includes the details of any benefits-in-kind provided to youremployees, for example, car-related benefits, or the cost of running a fax machine. Theprocess also creates a report for you to view the contributions that are included in the file.

A8B File (Payroll) (Singapore)

Creates a file that records details of any stock options granted to an employee, and anystock options exercised during a financial period.

ACB Process (Payroll) (South Africa)

Setting up and running ACB.

Advance Pay Batch Setup (South Africa) (Payroll) (South Africa)

Advance Pay Batch Setup.


Advance Pay Process (Payroll) (UK)

Allows you to pay employees in advance for holidays or other events.

Annual and Long Service Leave Liability Process (Australia) (AU)

Extracts information used in the Leave Liability Report.

ASB CSV Direct Credit Process (New Zealand) (NZ)

Details of all employees that use the direct credit as the payment method.

Audit Trail Update Tables Process

This process is used to set up audit trail on selected tables.

Audit Trail Update Datetracked Tables Process

This process is used to set up audit trail on selected datetracked tables.

BACS Process (Payroll) (UK)

Summarized totals for BACS tape amounts including consolidated totals for multi-dayand multi-file formats.

Batch Print Notification of Personnel Action (FD)

Prints Notifications of Personnel Action (SF-50s) in batch mode.

BEE Batch Process (Purge)

This process is used to delete a batch from the BEE tables on completion of theconcurrent request.

BEE Batch Process (Rollback)

This process is used to completely remove a BEE transfer, provided you have not purgedthe batch from the BEE tables

BEE Batch Process (Transfer)

This process is used to create element entries in the Oracle HRMS Entries table from theexisting entries in the BEE temporary tables.

BEE Batch Process (Validate)

This process is used to test each batch line against predefined rules about elemententries, and against any additional validation procedures that you have created.

Bulk Compile Formulas

Run this process to compile all of your formulas.

Calculate Commitment

Run this process to calculate the projected expenditures for a budget over a givenperiod. You can calculate commitments for an entire budget or for a single positionin a budget.


Calculate FTE for Assignments page (UK)

This process is used to populate the Assignment Budget Window with FTE values.

Cash Process (Payroll only) (UK)

Enables you to use cash as a payment method and record cash payments to employeeassignments.

CDV Bank Name User Table Setup (Payroll) (South Africa)

Creates the CDV Bank Name User Table.

CDV Data Load Process (Payroll) (South Africa)

Loads CDV data.

Change Person Numbering to Automatic

Run this to process to change the method by which you identify your employees frommanual to automatic number generation

Check Writer Process

Cheque/Check Writer process to determine the generation of cheques/checks for aspecified payroll and consolidation set over a specified time period.

Check Writer Process (Payroll) (US)

This process is used to write sequences of checks for your payroll run.

Cheque Writer Process (Payroll) (South Africa)

Produces cheque payments.

Cheque Writer Process (Payroll)

This process is used to write sequences of cheques for your payroll run.

This process is used to populate the Assignment Budget Window with FTE values.

Child Sequence Generator Process (Germany)

This process generates the sequence number for children. The sequence number is usedin the calculation of the local cost-of-living allowance.

Close Action Items Process (Advanced Benefits)

Run this process before the Close Enrollments Process to close any open action itemsthat are required or optional for the persons you select.

Close Enrollments Process (Advanced Benefits)

Run this process to close a person’s enrollment after elections have been made.

Collective Agreement Entitlement Evaluation

Run this process to evaluate and apply collective agreement entitlements for anemployee.


Commitment GL Posting

You run the Commitment GL Posting batch process to transfer budget commitmentsfrom Oracle HRMS to Oracle General Ledger.

Communications Triggers Process (Advanced Benefits)

Use the communications triggers process to generate communications for persons whomeet the selection criteria that you specify.

Compensation Workbench Back-Out Life Events Process

Run this process to remove the results of the Participation Process: Compensation fora life event associated with Compensation Workbench.

Compensation Workbench Close Enrollment Process

Run this process to close the life event for a Compensation Workbench plan.

Compensation Workbench Post Process

Run this process after all worksheet allocations have been approved.

Costing Process (Payroll)

Generates journal entries for your ledgers and costing information relating to labor costs.

CPFLine (Payroll) (Singapore)

Creates a file that you submit each month to the CPF Board for every legal entity in yourenterprise. The report that is produced enables you to view the CPF contributions thatare included in the file

Create and Maintain Company Cost Centers with Existing Organizations

This process creates company cost center organizations for each unique company costcenter combination that has been defined in GL. This process is also available as part ofthe Synchronize GL Company Cost Centers with HR request set.

Create Federal HR Valid Combinations for the Grade KF (FD)

Federal Concurrent Manager process that supplies the predefined valid grade and payplan combinations for the grade key flexfield.

Create Federal Special Info Types (FD)

Federal Concurrent Manager process that supplies the Federal Special Informationtypes for the Person Special Information.

Credit Transfer Process (Payroll) (South Africa)

Marks employees with this payment method as paid.

Credit Transfer Cheque Payments Process (Payroll) (South Africa)

Produces an aggregated cheque per bank branch to be submitted with Deposit Schedules.


Default Enrollment Process (Advanced Benefits)

Run this process to enroll participants into the default benefit plan when participantshave not made an election.

Direct Deposit (Singapore IBG Format) (Payroll) (Singapore)

Creates a payment file and report, run after PrePayments is complete for the payroll.

Direct Deposit Process (China - CCBS Format) (Payroll China)

This report produces a deposit advice in the correct format. This process generatestwo outputs:

• A hard copy called "Bank Transfer Report". This output provides a list of employeeswho had been processed in the Direct Deposit Process.

• A magnetic file for submission to the bank

Once the advice is transferred to the bank, the bank deposits the payments directly intothe worker’s account.

Bank Transfer Report (Payroll Korea)

This report produces a deposit advice in the correct format. This process generates twooutputs, a hard copy and a magnetic file for submission to the bank. Once you transferthe advice to the bank, the bank deposits the payments directly into the worker’s account.

Direct Entry (Australian BECS Format) Process (AU)

Produces a payment file for all employees.

Direct Entry (Reconciliation Report) (AU)

Produces a payment file for all employees. This file is the output version of the magtapesent to the government.

Electronic Lodgement of TFN Declaration report (.mf) (AU)

The Electronic Lodgement of TFN Declaration process allows you to produce a report forany new or changed TFN details for the employees in an organization. This file is thebinary magtape file that is used for uploading to the government.

Electronic Lodgement of TFN Declaration report (.out) (AU)

The Electronic Lodgement of TFN Declaration process allows you to produce a report forany new or changed TFN details for the employees in an organization. This file is theoutput version of the magtape file that is sent to the government.

Download HRMS Taskflows Process

Run this process to export a task flow from your database to a flat file that you canthen import to another database.

Duty Station Conversion Process (FD)

Moves employees from an old to a new Location


Electronic Tax File Process (Payroll) (South Africa)

Produces tax files in ASCII format.

Electronic UIF File Preprocess (South Africa)

This preprocess archives UIF information for the Electronic UIF File.

Electronic UIF File Process (South Africa)

The Electronic UIF File must be submitted on a monthly basis.

Enable Multiple Security Groups Process

Run this process when you first set up security groups enabled security.

End of Year Process (Payroll) (UK)

Produces statutory End of Year return to the Inland Revenue for employees in yourenterprise.

Export GL Company Cost Center Process

The process is run for your current business group and writes information about GLcompany cost center combinations for companies that you have previously defined foryour business group to a tab delimited file. It creates a record in the file for each uniquecompany cost center combination that has been defined in GL.

Extract Definition Download to Data File

Copies a system extract definition to a file for upload to another business group orOracle HRMS database.

Extract Definition Upload to Data File

Imports a copy of a system extract definition to a new business group or Oracle HRMSdatabase.

Extract Process (Advanced Benefits)

Run the extract process to save the output of your system extract to the directory and filethat you specified in your extract definition.

Extract Results Data Purge

On a periodic basis, run the purge process to free table space in the system extractresults tables.

Extracting Information to Appear on the Payslip

Enables you to access the latest data relevant to the payslip, and copy it to archive tables.

Federal Benefits - TSP Conversion of Benefits (FD)

This process migrates converts the existing records for employees participating in TSPto the Benefits model.


Federal Benefits - TSP Catchup Conversion of Benefits (FD)

This process converts the existing records for employees participating in TSP Catch-Upto the Benefits model.

Forms Configurator – Download Template

Run this process to download one or more people management templates to a data file.

Forms Configurator – Upload Template

Run this process to upload a template to enable you to use it with the PeopleManagement Configurator (Forms Configurator) tool.

French PTO Accruals – Create Entitlements Process

Enables you to create entitlements from accruals, so that holidays may be spent.

French PTO Accruals – Obsolete Entitlements Process

Enables you to obsolete unspent entitlement.

Full Settlement Process (France) (Payroll)

This produces a letter in duplicate stating that the employee agrees that their terminationhas been concluded correctly.

Generate Overtime Payment Mapping Process (Payroll) (France)

Allows you to associate your overtime scheme with a payroll calendar.

Generate Secure User Process (SECGEN)

Run this process when you create a new security profile that references a reporting user.

Grant Permissions to Roles Process (ROLEGEN)

Dynamically grants select permissions on Oracle HRMS tables and views to theHR_REPORTING_USER role.

IR56B Archive Process (Payroll)(Hong Kong)

The IR56B Annual Employers Return Archive process stores employee and balanceinformation, which is used in the IR56B Report and the Magnetic Tape process.

IR56B Magnetic Tape Process (Payroll) (Hong Kong)

The IR56B Magnetic Tape process produces the end of year magnetic tape from theArchived Information.

IR8A File (Payroll) (Singapore)

Creates a file that includes your includes your employees’ earnings for a specific tax yearand legal entity. The process also creates a report for you to view the contributions thatare included in the file.


IR8S File (Payroll) (Singapore)

Creates a file that includes your employees’ and employers’ earnings for a specific taxyear and legal entity. The process also creates a report for you to view the contributionsthat are included in the file.

IRAS Line Archive (Payroll) (Singapore)

Archives the data that will later be used to create the year-end magnetic tapes.

Maintain Designee Eligibility (Advanced Benefits)

Run this process for those benefit plans that include an age factor in determiningdependent eligibility.

Maintain Participant Eligibility Process (Standard Benefits)

Run this process if you license Standard Benefits and you want to determine benefitseligibility for a segment of your employee population. This process also de-enrollscurrently enrolled participants who lose benefits eligibility and ends their associatedbenefits coverage and activity rate.

Manual Credit Transfer Cheque Payments (Payroll) (South Africa)

Updates system with cheque number of manually issued cheques.

Manual Payments (Payroll) (South Africa)

Updates system with manual payments made to employees.

Manually Issued Tax Certificates (Payroll) (South Africa)

Updates system with manually issued tax certificates numbers.

NACHA Process (Payroll) (US)

Produces files that you load on magnetic tape and despatch to banks for direct depositpayments.

P11D Benefits and Expenses Report (HR and Payroll) (UK)

Takes a P11D archive request ID and prints a selection of Class 1A benefits and expenses.

P11D Gaps and Overlaps Report (HR and Payroll) (UK)

Identifies a taxable benefit that is spread over multiple periods with a gap betweeneach period, and also identifies taxable benefits of the same type that overlap eachother within the same period.

P11D Magtape (HR and Payroll) (UK)

Generates a magnetic tape containing details of Class 1A NICs for reporting to theInland Revenue.

Partial Period Accrual Calculation Process (Core Payroll, and enabled localizations)

Run this process to calculate accruals when the end of your accounting period occurspart way through a payroll period.


Participation Batch Process: Grade Step

Run this process to determine eligibility and electable choices for employees whom youwant to progress using Grade/Step Progression.

Participation Batch Process: Life Event (Advanced Benefits)

Run this process to determine eligibility and electable choices for benefits participantsbased on a life event you select.

Participation Batch Process: Scheduled (Advanced Benefits)

Run this process to determine eligibility and electable choices for benefits participantsbased on a scheduled enrollment event.

Participation Batch Process: Selection (Advanced Benefits)

Run this process to determine eligibility for benefits participants. This process does notcreate electable choices.

Participation Process: Compensation

Run this process for Compensation Workbench prior to the availability of a plan forbudget and worksheet entry.

Pay Advice Generation – Self Service (South Africa) (South Africa)

Archives balances and elements you define and other pay advice related information.

Payroll Run (Payroll) (France)

The Payroll Run is the regular method to process employee pay.

Payslip Generation – Self Service (UK)

Generate payslips for employees to view online through Oracle Self-Service.

Payslip Generator – Statement of Earnings (Payroll) (France)

This process generates pay advice data for all employees for a specified payroll andperiod.

Pension Extracts

These processes enable you to extract employee pension plan-related data for transfer tothird-party providers.

Pension Extracts (Electronic Notification) (Netherlands)

This process extracts the pensions and social insurance data you require for the monthlynotification report to ABP and UWV USZO.

Periodic Tax Filing (FLS) (Payroll) (US)

The Periodic Tax Filing Interface creates a flat file (.mf) containing the archived datafrom the External Process Archive in a format that can be directly submitted to FederalLiaison Services, Inc. (FLS) for tax filing and reporting.


Populate FEHB Program and Plan Design (FD)

This process populates the Federal Employee Health Benefits program and plan designsfor use in professional user interface forms and self-service benefits.

Populate TSP Program and Plan Design (FD)

This process populates the US Federal Thrift Savings Plan programs and plan designsfor use in professional user interface forms and self-service benefits.

Populate TSP Catchup Program and Plan Design (FD)

This process populates the Thrift Savings Plan Catch Up program and plan designs foruse in professional user interface forms and self-service benefits.

PrePayments (French) Process (Payroll) (France)

Use this process to distribute employee pay over more than one payment methodusing either a percentage or monetary split. This process runs prepayments for onecalendar month only.

PrePayments Process (Payroll)

Use this process to distribute employee pay over more than one payment methodusing either a percentage or monetary split.

Previous Services Validation (HR) (France)

Use this process to validate the employee’s (titulaire) services for a period in which theemployee has worked in some other public sector type organization as non-titulaires.

Printing the Payslip

Enables you to access the archived payslip information, and create a formatted file readyfor printing and distributing to your employees.

Process Forfeitures (US)

Calculates--by participant--the total unspent contributions for a spending accountbenefits plan.

Process Future Dated RPAs (FD)

Set the frequency for processing future actions.

Prud’hommale (Workers Election) Declaration Process (HR) (France)

Creates a statutory declaration which enables your employees to take part in theIndustrial Tribunal elections.

Purge Backed-Out or Voided Life Events

Removes person data associated with backed-out or voided life events for AdvancedBenefits and Compensation Workbench.

Recalculate Participant Values (Standard Benefits) (US)

Updates activity rates for currently enrolled benefits participants based on plan designchanges.


As a prerequisite, you should run the Maintain Participant Eligibility process to updateeligibility records and derived factors.

Register Extra Information Types (EITs)

Enables you to register the new Extra Information Types (EITs) that you create using theDescriptive Flexfield window.

Note: This process cannot be used to register organizational EITs.

Relieve Commitments

Run the Relieve Commitments request set to calculate budget commitments and post theresults to Oracle General Ledger. The request set combines the Calculate Commitmentsprocess and the Commitment GL Posting process.

Remove Title from Person’s Full Name

Run the Remove Title from Person’s Full Name concurrent process to remove title fromexisting records without updating them.

RetroPay Process

Enables you to make back pay adjustments.

Retry Payroll Process

Retry a payroll process again.

Running the P45 EDI Process (UK)

Enables you to notify the Inland Revenue about employees who leave your employment.

Running the P45(3) EDI Process (UK)

Enables you to notify the Inland Revenue about a new starters information, or someonereceiving a pension.

Running the P45 Process (UK)

Enables you to print and archive, or just archive specified P45’s.

Running the P46 EDI Process (UK)

Enables you to provide information on new employees who cannot produce, or havenever had a P45.

Running the P6 and P9 Upload Process (UK)

Run the process to upload the details about changes to an employee’s tax code, orcoding changes from the Inland Revenue.

Running the Works Number Update (UK)

Run to provide information on updated and new employee works numbers.


Saudi Payroll Archiver Process (Payroll) (SA)

Use this process to archive the payroll details for each payroll period for futurereference. This supports production of Online Payslip and Payroll Register reports.

Saudi Payroll Upgrade Process (Payroll) (SA)

Use this process to migrate data from existing payroll runs and generate group reportsfor employees.

Security List Maintenance Process (PERSLM)

This process is usually run every night to maintain the lists of organizations, positions,payrolls, employees, and applicants that security profile holders can access.

Seed French Data Process (France)

This process creates and populates user defined tables using predefined lookup typesand rows.

Start Automatic WGI (FD)

Schedule the Within Grade Increases (WGI) process to set the frequency with whichthe system processes automatic WGIs.

Start of Year Process (Payroll) (UK)

Usually performed at the start of the tax year to update tax information for eachemployee.

Synchronize GL Company Cost Centers with HR Request Set

This request set runs the following two processes:

• Create and Maintain Company Cost Center Organizations, page B-74

• Synchronize GL Company Cost Centers with Existing Organizations, page B-82

Synchronize GL Company Cost Centers with Existing Organizations

This process links existing and newly created company cost center organizations to GLaccount combinations, where a link does not already exist..

Synchronize Positions Process (FD)

This process updates the non-datetracked Positions table (PER_ALL_POSITIONS) withchanges made to the datetracked table (HR_ALL_POSITIONS_F). When you run theprocess, any datetracked changes with an effective date on or before today are appliedto the non-datetracked table.

Synchronize Salary Rates Process (France)

This process synchronizes the existing salary rates in the corps set up when you updatethe indemnity rates defined for your global pay scale. This match ensures that you usecurrent compensation values in your pay scales.


Tax Batch Update Process (Germany)

The Tax Batch Update Process enables you to update the tax records for employees whohave not submitted their tax cards for the current tax year. You can either run the processin report-only mode, which identifies the employees whose records would be subject tochange, or in update mode to make the changes to the records.

Tax Credit Upload (Payroll) (Ireland)

The Tax Credit Upload process enables you to upload the tax credits of an employee fromthe data file provided by the Revenue. It also specifies standard rate cut-off amountsfor each employee. The tax credit upload process validates the records provided by theRevenue and then uploads them into the PAY_IE_PAYE DETAILS_F table.

Tax Year End Data Validation and Preprocess (Payroll) (South Africa)

Preparation for issue of tax certificates.

Tax Year Start Process (Payroll) (South Africa)

Updates employee tax information at the start of each tax year.

Tax Year Start Rollback (Payroll) (South Africa)

Rolls back the actions performed in the Tax Year Start Process.

Termination Category Setup Process (Payroll) (South Africa)

Part of setup required for storing Employment Equity and UIF information.

Transfer to GL Process

Transfers the results of the costing process to the Accounting flexfield of Oracle GeneralLedger.

Upgrade from ADE to Web ADI

Run this process to convert styles used by Application Data Exchange (ADE) tointegrators in Web Applications Desktop Integrator (Web ADI).

Upload GL Company Cost Center Information Request Set

Run the Upload GL Company Cost Center Information request set to upload theamended version of the exported file created using the Export GL Company CostCenters process.

Upload HRMS Taskflows Process

Run this process to import a task flow to your database from a flat file exported fromanother database.

Upload Social Insurance Providers Process (Germany)

The Upload Social Insurance Providers Process enables you to upload a delivered list ofsocial insurance providers to your German HR system.


Upload Tax Offices Process (Germany)

The Upload Tax Offices Process enables you to upload a delivered list of tax offices toyour German HR system.

Upload Taxable Benefits (HR and Payroll) (UK)

The Taxable Benefits process enables you to upload a flat file of P11D elements to yourP11D data repository.

Vehicle Mileage Calculation Information (Payroll) (UK)

Enters or deletes default mileage elements and rates tables for categories of vehiclesin your business group.

Void Cheque Payments (Payroll) (South Africa)

Uploads details of canceled cheque payments.

Void Credit Transfer Cheque Payments (Payroll) (South Africa)

Voids aggregated cheque payments made to banks.

Void Payments Process (Payroll) (UK, US)

Allows you to void cheques that have been printed but need to be cancelled.

Wage and Tax Statement Form (Form W-2) (Payroll) (US)

The Wage and Tax Statement (Form W-2) is used by employers to report taxableand non-taxable income information of individual employees to the IRS and Stategovernments.


Glossary

360-Degree Appraisal

Part of the SSHR Appraisal function and also known as a Group Appraisal. This is anemployee appraisal undertaken by managers with participation by reviewers.

360-Degree Self Appraisal

Part of the SSHR Appraisal function and also known as a Group Appraisal. This isa 360-Degree appraisal initiated by an employee. The employee (initiator) can addmanagers and reviewers to the appraisal.

Absence

A period of time in which an employee performs no work for the assigned organization.

Absence Types

Categories of absence, such as medical leave or vacation leave, that you define foruse in absence windows.

Accrual

The recognized amount of leave credited to an employee which is accumulated for aparticular period.

Accrual Band

A range of values that determines how much paid time off an employee accrues. Thevalues may be years of service, grades, hours worked, or any other factor.

Accrual Period

The unit of time, within an accrual term, in which PTO is accrued. In many plans, thesame amount of time is accrued in each accrual period, such as two days per month. Inother plans, the amount accrued varies from period to period, or the entitlement for thefull accrual term is given as an up front amount at the beginning of the accrual term.

Accrual Plan

See: PTO Accrual Plan, page Glossary-22

Accrual Term

The period, such as one year, for which accruals are calculated. In most accrualplans, unused PTO accruals must be carried over or lost at the end of the accrualterm. Other plans have a rolling accrual term which is of a certain duration but has nofixed start and end dates.

Glossary-1

Activity Rate

The monetary amount or percentage associated with an activity, such as $12.35 per payperiod as an employee payroll contribution for medical coverage. Activity rates canapply to participation, eligibility, coverages, contributions, and distributions.

Actual Premium

The per-participant premium an insurance carrier charges the plan sponsor for a givenbenefit.

Administrative Enrollment

A type of scheduled enrollment caused by a change in plan terms or conditions andresulting in a re-enrollment.

AdvancePay

A process that recalculates the amount to pay an employee in the current period, tomake an authorized early payment of amounts that would normally be paid in futurepayroll periods.

Alert

An email notification that you can set up and define to send a recipient or group ofrecipients a reminder or warning to perform a certain task or simply a notification toinform the recipient of any important information.

API

Application Programmatic Interfaces, used to upload data to the Oracle Applicationsdatabase. APIs handle error checking and ensure that invalid data is not uploaded tothe database.

Applicant

A candidate for employment in a Business Group.

Applicant/Candidate Matching Criteria

Matching functionality in the iRecruitment system that systematically identifies whichcandidates and applicants possess the skills, knowledge and abilities to be consideredfor a specific vacancy. The following columns are used for matching:

• Skills

• FT/PT

• Contractor/Employee

• Work at Home

• Job Category

• Distance to Location

• Key Words

• Salary

Apply for a Job

An SSHR function that enables an employee to, apply, search and prepare applicationsfor an internally advertised vacancy.

Glossary-2

Appraisal

An appraisal is a process where an employee’s work performance is rated and futureobjectives set.

See also: Assessment, page Glossary- 3 .

Appraisee

A person being appraised by an appraiser..

Appraiser

A person, usually a manager, who appraises an employee.

Appraising Manager

The person who initiates and performs an Employee-Manager or 360 DegreeAppraisal. An appraising manager can create appraisal objectives.

Arrestment

Scottish court order made out for unpaid debts or maintenance payments.

See also: Court Order , page Glossary- 8

Assessment

An information gathering exercise, from one or many sources, to evaluate a person’sability to do a job.

See also: Appraisal, page Glossary- 3 .

Assignment

A worker’s assignment identifies their role within a business group. The assignmentis made up of a number of assignment components. Of these, organization ismandatory, and payroll is required (for employees only) for payment purposes.

Assignment Number

A number that uniquely identifies a worker’s assignment. A worker with multipleassignments has multiple assignment numbers.

Assignment Rate

A monetary value paid to a contingent worker for a specified period of time. Forexample, an assignment rate could be an hourly overtime rate of $10.50.

Assignment Set

A grouping of employees and applicants that you define for running QuickPaint reportsand processing payrolls.

See also: QuickPaint Report, page Glossary-23

Assignment Status

For workers, used to track their permanent or temporary departures from yourenterprise and, for employees only, to control the remuneration they receive. Forapplicants, used to track the progress of their applications.

Glossary-3

Authoria

A provider of health insurance and compensation information, that provides additionalinformation about benefits choices.

BACS

Banks Automated Clearing System. This is the UK system for making direct depositpayments to employees.

Balance Adjustment

A correction you make to a balance. You can adjust user balances and assignmentlevel predefined balances only.

Balance Dimension

The period for which a balance sums its balance feeds, or the set ofassignments/transactions for which it sums them. There are five timedimensions: Run, Period, Quarter, Year and User. You can choose any reset point foruser balances.

Balance Feeds

These are the input values of matching units of measure of any elements defined tofeed the balance.

Balances

Positive or negative accumulations of values over periods of time normally generated bypayroll runs. A balance can sum pay values, time periods or numbers.

See also: Predefined Components , page Glossary-21

Bargaining Unit

A bargaining unit is a legally organized group of people which have the right to negotiateon all aspects of terms and conditions with employers or employer federations. Abargaining unit is generally a trade union or a branch of a trade union.

Base Currency

The currency in which Oracle Payroll performs all payroll calculations for your BusinessGroup. If you pay employees in different currencies to this, Oracle Payroll calculates theamounts based on exchange rates defined in the system.

Base Summary

A database table that holds the lowest level of summary. Summary tables are populatedand maintained by user-written concurrent programs.

Behavioral Indicators

Characteristics that identify how a competence is exhibited in the work context.

See also: Proficiency Level , page Glossary-22

Beneficiary

A person or organization designated to receive the benefits from a benefit plan uponthe death of the insured.

Glossary-4

Benefit

Any part of an employee’s remuneration package that is not pay. Vacationtime, employer-paid medical insurance and stock options are all examples of benefits.

See also: Elements, page Glossary-11

Block

The largest subordinate unit of a window, containing information for a specific businessfunction or entity. Every window consists of at least one block. Blocks contain fieldsand, optionally, regions. They are delineated by a bevelled edge. You must save yourentries in one block before navigating to the next.

See also: Region, page Glossary-24, Field, page Glossary-12

Budget Measurement Type (BMT)

A subset of Workforce Measurement Type. It consists of a number of different unitsused to measure the workforce. The most common units are headcount and full timeequivalent.

Budget Value

In Oracle Human Resources you can enter staffing budget values and actual values foreach assignment to measure variances between actual and planned staffing levels inan organization or hierarchy.

Business Group

The highest level organization in the Oracle HRMS system. A Business Group maycorrespond to the whole of your enterprise or to a major grouping such as a subsidiary oroperating division. Each Business Group must correspond to a separate implementationof Oracle HRMS.

Business Number (BN)

In Canada, this is the employer’s account number with Revenue Canada. Consisting of15 digits, the first 9 identify the employer, the next 2 identify the type of tax accountinvolved (payroll vs. corporate tax), and the last 4 identify the particular account forthat tax.

Cafeteria Benefits Plan

See: Flexible Benefits Program, page Glossary-12

Calendar Exceptions

If you are using the Statutory Absence Payments (UK) feature, you define calendarexceptions for an SSP qualifying pattern, to override the pattern on given days. Eachcalendar exception is another pattern which overrides the usual pattern.

Calendars

In Oracle Human Resources you define calendars that determine the start and enddates for budgetary years, quarters and periods. For each calendar you select a basicperiod type. If you are using the Statutory Absence Payments (UK) feature, you definecalendars to determine the start date and time for SSP qualifying patterns.

Glossary-5

Canada/Quebec Pension Plan (CPP/QPP) Contributions

Contributions paid by employers and employees to each of these plans provide incomebenefits upon retirement.

Candidate

(iRecruitment) A candidate is a person who has either directly provided their personaland professional information to a company’s job site or provided their resume anddetails to a manager or recruiter for entering in the iRecruitment system.

Candidate Offers

An SSHR function used by a line manager to offer a job to a candidate. This functionis supplied with its own responsibility.

Career Path

This shows a possible progression from one job or position from any number of otherjobs or positions within the Business Group. A career path must be based on either jobprogression or position progression; you cannot mix the two.

Carry Over

The amount of unused paid time off entitlement an employee brings forward fromone accrual term to the next. It may be subject to an expiry date i.e. a date by whichit must be used or lost.

See also: Residual, page Glossary-25

Cash Analysis

A specification of the different currency denominations required for paying youremployees in cash. Union contracts may require you to follow certain cash analysis rules.

Ceiling

The maximum amount of unused paid time off an employee can have in an accrualplan. When an employee reaches this maximum, he or she must use some accruedtime before any more time will accrue.

Certification

Documentation required to enroll or change elections in a benefits plan as the result of alife event, to waive participation in a plan, to designate dependents for coverage, or toreceive reimbursement for goods or services under an FSA.

Child/Family Support payments

In Canada, these are payments withheld from an employee’s compensation to satisfy achild or family support order from a Provincial Court. The employer is responsible forwithholding and remitting the payments to the court named in the order.

Collective Agreement

A collective agreement is a form of contract between an employer or employerrepresentative, for example, an employer federation, and a bargaining unit for example, aunion or a union branch.

Glossary-6

Collective Agreement Grade

Combination of information that allows you to determine how an employee is ranked orgraded in a collective agreement.

Communications

Benefits plan information that is presented in some form to participants. Examplesinclude a pre-enrollment package, an enrollment confirmation statement, or a noticeof default enrollment.

Compensation

The pay you give to employees, including wages or salary, and bonuses.

See also: Elements, page Glossary-11

Compensation Object

For Standard and Advanced Benefits, compensation objects define, categorize, and helpto manage the benefit plans that are offered to eligible participants. Compensationobjects include programs, plan types, plans, options, and combinations of these entities.

Competence

Any measurable behavior required by an organization, job or position that a personmay demonstrate in the work context. A competence can be a piece of knowledge, askill, an attitude, or an attribute.

See also: Unit Standard Competence, page Glossary-29

Competence Evaluation

A method used to measure an employees ability to do a defined job.

Competence Profile

Where you record applicant and employee accomplishments, for example, proficiencyin a competence.

Competence Requirements

Competencies required by an organization, job or position.

See also: Competence, page Glossary- 7 , Core Competencies, page Glossary- 8

Competence Type

A group of related competencies.

Configurable Forms

Forms that your system administrator can modify for ease of use or security purposesby means of Custom Form restrictions. The Form Customization window lists theforms and their methods of configuration.

Consideration

(iRecruitment) Consideration means that a decision is registered about a person inrelation to a vacancy so that the person can be contacted.

Glossary-7

Consolidation Set

A grouping of payroll runs within the same time period for which you can schedulereporting, costing, and post-run processing.

Contact

A person who has a relationship to an employee that you want to record. Contacts canbe dependents, relatives, partners or persons to contact in an emergency.

Content

When you create a spreadsheet or word processing document using Web ADI, thecontent identifies the data in the document. Content is usually downloaded from theOracle application database.

Contingent Worker

A worker who does not have a direct employment relationship with an enterprise andis typically a self-employed individual or an agency-supplied worker. The contingentworker is not paid via Oracle Payroll.

Contract

A contract of employment is an agreement between an employer and employeeor potential employee that defines the fundamental legal relationship between anemploying organization and a person who offers his or her services for hire. Theemployment contract defines the terms and conditions to which both parties agreeand those that are covered by local laws.

Contribution

An employer’s or employee’s monetary or other contribution to a benefits plan.

Core Competencies

Also known as Leadership Competencies or Management Competencies. The competenciesrequired by every person to enable the enterprise to meet its goals.

See also: Competence, page Glossary- 7

Costable Type

A feature that determines the processing an element receives for accounting andcosting purposes. There are four costable types in Oracle HRMS: costed, distributedcosting, fixed costing, and not costed.

Costing

Recording the costs of an assignment for accounting or reporting purposes. Using OraclePayroll, you can calculate and transfer costing information to your general ledger andinto systems for project management or labor distribution.

Court Order

A ruling from a court that requires an employer to make deductions from an employee’ssalary for maintenance payments or debts, and to pay the sums deducted to a courtor local authority.

See also: Arrestment, page Glossary- 3

Glossary-8

Credit

A part of the Qualifications Framework. The value a national qualifications authorityassigns to a unit standard competence or a qualification. For example, one credit mayrepresent 10 hours of study, a unit standard competence may equate to 5 credits, and aqualification may equate to 30 credits.

Criteria Salary Rate

Variable rate of pay for a grade, or grade step. Used by Grade/Step Progression.

Database Item

An item of information in Oracle HRMS that has special programming attached, enablingOracle FastFormula to locate and retrieve it for use in formulas.

Date Earned

The date the payroll run uses to determine which element entries to process. In NorthAmerica (and typically elsewhere too) it is the last day of the payroll period beingprocessed.

Date Paid

The effective date of a payroll run. Date paid dictates which tax rules apply and whichtax period or tax year deductions are reported.

Date To and Date From

These fields are used in windows not subject to DateTrack. The period you enter in thesefields remains fixed until you change the values in either field.

See also: DateTrack, page Glossary- 9 , Effective Date, page Glossary-10

DateTrack

When you change your effective date (either to past or future), DateTrack enablesyou to enter information that takes effect on your new effective date, and to reviewinformation as of the new date.

See also: Effective Date, page Glossary-10

Default Postings

(iRecruitment) Default text stored against business groups, organizations, jobs, and/orpositions. The default postings are used to create job postings for a vacancy.

Dependent

In a benefit plan, a person with a proven relationship to the primary participant whomthe participant designates to receive coverage based on the terms of the plan.

Deployment Factors

See: Work Choices, page Glossary-30

Derived Factor

A factor (such as age, percent of fulltime employment, length of service, compensationlevel, or the number of hours worked per period) that is used in calculations todetermine Participation Eligibility or Activity Rates for one or more benefits.

Glossary-9

Descriptive Flexfield

A field that your organization can configure to capture additional information requiredby your business but not otherwise tracked by Oracle Applications.

See also: Key Flexfield , page Glossary-15

Developer Descriptive Flexfield

A flexfield defined by your localization team to meet the specific legislative andreporting needs of your country.

See also: Extra Information Types, page Glossary-12

Direct Deposit

The electronic transfer of an employee’s net pay directly into the account(s) designatedby the employee.

Discoverer Workbook

A grouping of worksheets. Each worksheet is one report.

Discoverer Worksheet

A single report within a workbook. A report displays the values of predefined criteriafor analysis.

Distribution

Monetary payments made from, or hours off from work as allowed by, a compensationor benefits plan.

Download

The process of transferring data from the Oracle HRMS application to your desktop(the original data remains in the application database).

Effective Date

The date for which you are entering and viewing information. You set your effectivedate in the Alter Effective Date window.

See also: DateTrack, page Glossary- 9

EIT

See: Extra Information Type, page Glossary-12

Electability

The process which determines whether a potential benefits participant, who has satisfiedthe eligibility rules governing a program, plan, or option in a plan, is able to electbenefits. Participants who are eligible for benefits do not always have electable benefitchoices based on the rules established in a benefit plan design.

Element Classifications

These control the order in which elements are processed and the balances theyfeed. Primary element classifications and some secondary classifications are predefinedby Oracle Payroll. Other secondary classifications can be created by users.

Glossary-10

Element Entry

The record controlling an employee’s receipt of an element, including the period of timefor which the employee receives the element and its value.

See also: Recurring Elements, page Glossary-24, Nonrecurring Elements, page Glossary-18

Element Link

The association of an element to one or more components of an employeeassignment. The link establishes employee eligibility for that element. Employees whoseassignment components match the components of the link are eligible for the element.

See also: Standard Link, page Glossary-27

Elements

Components in the calculation of employee pay. Each element represents a compensationor benefit type, such as salary, wages, stock purchase plans, and pension contributions.

Element Set

A group of elements that you define to process in a payroll run, or to control access tocompensation information from a configured form, or for distributing costs.

Eligibility

The process by which a potential benefits participant satisfies the rules governingwhether a person can ever enroll in a program, plan, or option in a plan. A participantwho is eligible for benefits must also satisfy electability requirements.

Employee

A worker who has a direct employment relationship with the employer. Employees aretypically paid compensation and benefits via the employer’s payroll application.

Employee Histories

An SSHR function for an employee to view their Learning History, Job ApplicationHistory, Employment History, Absence History, or Salary History. A manager can alsouse this function to view information on their direct reports.

Employment Category

A component of the employee assignment. Four categories are defined: Full Time- Regular, Full Time - Temporary, Part Time - Regular, and Part Time - Temporary.

Employment Equity Occupational Groups (EEOG)

In Canada, the Employment Equity Occupational Groups (EEOG) consist of 14classifications of work used in the Employment Equity Report. The EEOGs were derivedfrom the National Occupational Classification system.

Employment Insurance (EI)

Benefit plan run by the federal government to which the majority of Canadian employersand employees must contribute.

Employment Insurance Rate

In Canada, this is the rate at which the employer contributes to the EI fund. The rate isexpressed as a percentage of the employee’s contribution. If the employer maintains anapproved wage loss replacement program, they can reduce their share of EI premiums

Glossary-11

by obtaining a reduced contribution rate. Employers would remit payroll deductionsunder a different employer account number for employees covered by the plan.

Enrollment Action Type

Any action required to complete enrollment or de-enrollment in a benefit.

Entitlement

In Australia, this is all unused leave from the previous year that remains to the creditof the employee.

ESS

Employee Self Service. A predefined SSHR responsibility.

Event

An activity such as a training day, review, or meeting, for employees orapplicants. Known as class in OLM.

Ex-Applicant

Someone who has previously applied for a vacancy or multiple vacancies, but allapplications have ended, either because the applicant has withdrawn interest or theyhave been rejected. Ex-Applicants can still be registered users.

Expected Week of Childbirth (EWC)

In the UK, this is the week in which an employee’s baby is due. The Sunday of theexpected week of childbirth is used in the calculations for Statutory Maternity Pay (SMP).

Extra Information Type (EIT)

A type of developer descriptive flexfield that enables you to create an unlimited numberof information types for six key areas in Oracle HRMS. Localization teams may alsopredefine some EITs to meet the specific legislative requirements of your country.

See also: Developer Descriptive Flexfield, page Glossary-10

Field

A view or entry area in a window where you enter, view, update, or delete information.

See also: Block, page Glossary- 5 , Region, page Glossary-24

Flex Credit

A unit of "purchasing power" in a flexible benefits program. An employee uses flexcredits, typically expressed in monetary terms, to "purchase" benefits plans and/or levelsof coverage within these plans.

Flexible Benefits Program

A benefits program that offers employees choices among benefits plans and/or levels ofcoverage. Typically, employees are given a certain amount of flex credits or moneys withwhich to "purchase" these benefits plans and/or coverage levels.

Flexible Spending Account

(FSA) Under US Internal Revenue Code Section 125, employees can set aside moneyon a pretax basis to pay for eligible unreimbursed health and dependent care

Glossary-12

expenses. Annual monetary limits and use-it-or-lose it provisions exist. Accounts aresubject to annual maximums and forfeiture rules.

Form

A predefined grouping of functions, called from a menu and displayed, if necessary, onseveral windows. Forms have blocks, regions and fields as their components.

See also: Block, page Glossary- 5 , Region, page Glossary-24, Field, page Glossary-12

Full Time Equivalent (FTE)

A Workforce Measurement Type (WMT) that measures full time equivalent. Althoughthe actual value and calculation may vary, this value is taken from the AssignmentBudget Value (ABV) in Oracle HRMS. If the Assignment Budget Value in Oracle HRMSis not set up then a FastFormula is used to determine the value to be calculated.

Global Value

A value you define for any formula to use. Global values can be dates, numbers or text.

Goods or Service Type

A list of goods or services a benefit plan sponsor has approved for reimbursement.

Grade

A component of an employee’s assignment that defines their level and can be used tocontrol the value of their salary and other compensation elements.

Grade Comparatio

A comparison of the amount of compensation an employee receives with the mid-pointof the valid values defined for his or her grade.

Grade Ladder

The key component of Grade/Step Progression. You use a grade ladder to categorizegrades, to determine the rules for how an employee progresses from one grade (or step)to the next, and to record the salary rates associated with each grade or step on the ladder.

Grade Rate

A value or range of values defined as valid for a given grade. Used for validatingemployee compensation entries.

Grade Scale

A sequence of steps valid for a grade, where each step corresponds to one point on a payscale. You can place each employee on a point of their grade scale and automaticallyincrement all placements each year, or as required.

See also: Pay Scale, page Glossary-19

Grade Step

An increment on a grade scale. Each grade step corresponds to one point on a pay scale.

See also: Grade Scale, page Glossary-13

Grandfathered

A term used in Benefits Administration. A person’s benefits are said to be grandfatheredwhen a plan changes but they retain the benefits accrued.

Glossary-13

Group

A component that you define, using the People Group key flexfield, to assign employeesto special groups such as pension plans or unions. You can use groups to determineemployees’ eligibility for certain elements, and to regulate access to payrolls.

Group Certificate

In Australia, this is a statement from a legal employer showing employment incomeof an employee for the financial year..

Headcount(HEAD)

A Workforce Measurement Type (WMT) that measures headcount. Although the actualvalue and calculation may vary, this value is taken from the Assignment Budget Value(ABV) in Oracle HRMS. If the Assignment Budget Value in Oracle HRMS is not set upthen a FastFormula is used to determine the value to be calculated.

Hierarchy

An organization or position structure showing reporting lines or other relationships. Youcan use hierarchies for reporting and for controlling access to Oracle HRMS information.

Imputed Income

Certain forms of indirect compensation that US Internal Revenue Service Section79 defines as fringe benefits and taxes the recipient accordingly. Examples includeemployer payment of group term life insurance premiums over a certain monetaryamount, personal use of a company car, and other non-cash awards.

Info Online

A generic framework to integrate Oracle applications with partner applications, enablingusers to access information from third-party providers, Metalink and LearningManagement.

Initiator

In SSHR a person who starts a 360 Degree appraisal (Employee or Self) on anindividual. An initiator and the appraisee are the only people who can see all appraisalinformation.

Input Values

Values you define to hold information about elements. In Oracle Payroll, input valuesare processed by formulas to calculate the element’s run result. You can define upto fifteen input values for an element.

Instructions

An SSHR user assistance component displayed on a web page to describe pagefunctionality.

Integrator

Defines all the information that you need to download or upload from a particularwindow or database view using Web ADI.

Interface

A Web ADI term for the item that specifies the columns to be transferred from the Oracleapplications database to your desktop or vice versa.

Glossary-14

Involuntary

Used in turnover to describe employees who have ceased employment with theenterprise not of their own accord, for example, through redundancy.

Job

A job is a generic role within a business group, which is independent of any singleorganization. For example, the jobs "Manager" and "Consultant" can occur in manyorganizations.

Job Posting

An advertisement for a specific vacancy. This is the public side of the vacancy forwhich a candidate would apply.

Key Flexfield

A flexible data field made up of segments. Each segment has a name you define and aset of valid values you specify. Used as the key to uniquely identify an entity, such asjobs, positions, grades, cost codes, and employee groups.

See also: Descriptive Flexfield, page Glossary-10

Key Performance Indicator (KPI)

Target values that you set for the performance of your enterprise. This value comes fromthe corresponding KPI Portlet/Report. You can configure the Performance ManagementFramework to send a notification when actual performance falls short of, or exceeds, thetarget value. For example, you may configure the Performance Management Frameworkto send you a notification when workforce variance is greater than 10 percent, or whentraining success is below 50 percent.

Key Performance Indicator (KPI) Portlet/Report

Displays the executive summary of key measures such as total headcount and total salary.

Layout

Indicates the columns to be displayed in a spreadsheet or Word document createdusing Web ADI.

Learning Management

Oracle’s enterprise learning management system that administers online and offlineeducational content.

Leave Loading

In Australia, an additional percentage amount of the annual leave paid that is paidto the employee.

Leaver’s Statement

In the UK, this Records details of Statutory Sick Pay (SSP) paid during a previousemployment (issued as form SSP1L) which is used to calculate a new employee’sentitlement to SSP. If a new employee falls sick, and the last date that SSP was paid forunder the previous employment is less than eight calendar weeks before the first day ofthe PIW for the current sickness, the maximum liability for SSP is reduced by the numberof weeks of SSP shown on the statement.

Glossary-15

Legal Employer

A business in Australia that employs people and has registered with the AustralianTax Office as a Group Employer.

Life Event

A significant change in a person’s life that results in a change in eligibility or ineligibilityfor a benefit.

Life Event Collision

A situation in which the impacts from multiple life events on participationeligibility, enrollability, level of coverage or activity rates conflict with each other.

Life Event Enrollment

A benefits plan enrollment that is prompted by a life event occurring at any time duringthe plan year.

Linked PIWs

In the UK, these are linked periods of incapacity for work that are treated as one tocalculate an employee’s entitlement to Statutory Sick Pay (SSP). A period of incapacityfor work (PIW) links to an earlier PIW if it is separated by less than the linking interval. Alinked PIW can be up to three years long.

Linking Interval

In the UK, this is the number of days that separate two periods of incapacity for work. Ifa period of incapacity for work (PIW) is separated from a previous PIW by less than thelinking interval, they are treated as one PIW according to the legislation for entitlementto Statutory Sick Pay (SSP). An employee can only receive SSP for the maximum numberof weeks defined in the legislation for one PIW.

LMSS

Line Manager Self Service. A predefined SSHR responsibility.

Long Service Leave

Leave with pay granted to employees of a particular employer after a prescribed periodof service or employment with that employer.

Lookup Types

Categories of information, such as nationality, address type and tax type, that have alimited list of valid values. You can define your own Lookup Types, and you can addvalues to some predefined Lookup Types.

Lower Earnings Limit (LEL)

In the UK, this is the minimum average weekly amount an employee must earn to payNational Insurance contributions. Employees who do not earn enough to pay NationalInsurance cannot receive Statutory Sick Pay (SSP) or Statutory Maternity Pay (SMP).

Manager

(iRecruitment) A manager accesses the iRecruitment system to document their hiringneeds and conduct their recruiting activities online. Specifically, these activities includevacancy definition, searching for candidates, and processing applicants through thevacancy process.

Glossary-16

Manager-Employee Appraisal

Part of the SSHR Appraisal function. A manager appraisal of an employee. However, anappraising manager does not have to be a manager.

Mapping

If you are bringing in data from a text file to Oracle HRMS using a spreadsheet createdin Web ADI, you need to map the columns in the text file to the application’s tablesand columns.

Maternity Pay Period

In the UK, this is the period for which Statutory Maternity Pay (SMP) is paid. It maystart at any time from the start of the 11th week before the expected week of confinementand can continue for up to 18 weeks. The start date is usually agreed with theemployee, but can start at any time up to the birth. An employee is not eligible to SMPfor any week in which she works or for any other reason for ineligibility, defined bythe legislation for SMP.

Medicare Levy

An amount payable by most taxpayers in Australia to cover some of the cost of thepublic health system.

Menus

You set up your own navigation menus, to suit the needs of different users.

My Account

(iRecruitment) My Account is the total of either a candidate or applicant’s personaland vacancy-specific information including the information needed to manage theirprogress through the recruitment process.

NACHA

National Automated Clearing House Association. This is the US system for makingdirect deposit payments to employees.

National Identifier

This is the alphanumeric code that is used to uniquely identify a person within theircountry. It is often used for taxation purposes. For example, in the US it is the SocialSecurity Number, in Italy it is the Fiscal Code, and in New Zealand it is the IRD Number.

National Occupational Classification (NOC) code

In Canada, the National Occupational Classification (NOC) System was developed tobest reflect the type of work performed by employees. Occupations are grouped in termsof particular tasks, duties and responsibilities. The use of this standardized systemensures consistency of data from year to year within the same company as well asbetween companies. These codes are used in the Employment Equity Report.

Net Accrual Calculation

The rule that defines which element entries add to or subtract from a plan’s accrualamount to give net entitlement.

Glossary-17

Net Entitlement

The amount of unused paid time off an employee has available in an accrual plan atany given point in time.

Nonrecurring Elements

Elements that process for one payroll period only unless you make a new entry foran employee.

See also: Recurring Elements, page Glossary-24

North American Industrial Classification (NAIC) code

The North American Industrial Classification system (NAICs) was developed jointlyby the US, Canada and Mexico to provide comparability in statistics regardingbusiness activity across North America. The NAIC replaces the US Standard IndustrialClassification (SIC) system, and is used in the Employment Equity Report.

Not in Program Plan

A benefit plan that you define outside of a program.

OLM

Oracle Learning Management.

Online Analytical Processing (OLAP)

Analysis of data that reveals business trends and statistics that are not immediatelyvisible in operational data.

Online Transactional Processing (OLTP)

The storage of data from day-to-day business transactions into the database that containsoperational data.

Open Enrollment

A type of scheduled enrollment in which participants can enroll in or alter electionsin one or more benefits plans.

Oracle FastFormula

Formulas are generic expressions of calculations or comparisons you want to repeatwith different input values. With Oracle FastFormula you can write formulas usingEnglish words and basic mathematical functions. The output of FastFormulas is fedback into reports.

Organization

A required component of employee assignments. You can define as many organizationsas you want within your Business Group. Organizations can be internal, such asdepartments, or external, such as recruitment agencies. You can structure yourorganizations into organizational hierarchies for reporting purposes and for systemaccess control.

OSSWA

Oracle Self Service Web Applications.

Glossary-18

Outcome

For a unit standard competence, a behavior or performance standard associated withone or more assessment criteria. A worker achieves a unit standard competence whenthey achieve all outcomes for that competence.

Overrides

You can enter overrides for an element’s pay or input values for a single payrollperiod. This is useful, for example, when you want to correct errors in data entry for anonrecurring element before a payroll run.

Parameter Portlet

A portlet in which you select a number of parameters that may affect all your portlets onyour page. These may include an effective date, the reporting period, the comparisontype, the reporting manager, and the output currency for your reports. The parameterportlet is usually available at the top of the portal page.

Pattern

A pattern comprises a sequence of time units that are repeated at a specifiedfrequency. The Statutory Absence Payments (UK) feature, uses SSP qualifying patternsto determine employees entitlement to Statutory Sick Pay (SSP).

Pattern Time Units

A sequence of time units specifies a repeating pattern. Each time unit specifies a timeperiod of hours, days or weeks.

Pay Scale

A set of progression points that can be related to one or more rates of pay. Employee’sare placed on a particular point on the scale according to their grade and, usually, workexperience.

See also: Grade Scale, page Glossary-13

Pay Value

An amount you enter for an element that becomes its run item without formulacalculations.

See also: Input Values, page Glossary-14

Payment Type

There are three standard payment types for paying employees: check, cash and directdeposit. You can define your own payment methods corresponding to these types.

Payroll

A group of employees that Oracle Payroll processes together with the same processingfrequency, for example, weekly, monthly or bimonthly. Within a Business Group, youcan set up as many payrolls as you need.

Payroll Reversal

A payroll reversal occurs when you reverse a payroll run for a single employee, ineffect cancelling the run for this employee.

Glossary-19

Payroll Rollback

You can schedule a payroll rollback when you want to reverse an entire payrollrun, cancelling out all information processed in that run. To preserve data integrity, youcan roll back only one payroll at a time, starting with the one most recently run.

Payroll Run

The process that performs all the payroll calculations. You can set payrolls to run atany interval you want.

People List

An SSHR line manager utility used to locate an employee.

Performance Management Framework (PMF)

A business intelligence tool used to alert users to exceptional circumstances, as definedby KPIs. When a particular factor measured by HRMSi goes beyond a threshold chosenby the user, the system sends the user a workflow notification.

Performance Management Viewer (PMV)

A reporting tool that displays the report that corresponds to one or more PMF targets.

Performance (within Assessment)

An expectation of "normal" performance of a competence over a given period. Forexample, a person may exceed performance expectation in the communicationcompetence.

See also: Proficiency (within Assessment), page Glossary-21, Competence, pageGlossary- 7 , Assessment, page Glossary- 3

Period of Incapacity for Work (PIW)

In the UK, this is a period of sickness that lasts four or more days in a row, and is theminimum amount of sickness for which Statutory Sick Pay can be paid. If a PIW isseparated by less then the linking interval, a linked PIW is formed and the two PIWsare treated as one.

Period of Placement

The period of time a contingent worker spends working for an organization. Acontingent worker can have only one period of placement at a time although they canhave multiple assignments during that time.

Period Type

A time division in a budgetary calendar, such as week, month, or quarter.

Personal Public Service Number (PPS)

The Irish equivalent to National Insurance number in the UK, or the Social Securitynumber in the US.

Personal Tax Credits Return (TD1)

A Revenue Canada form which each employee must complete. Used by the employeeto reduce his or her taxable income at source by claiming eligible credits and alsoprovides payroll with such important information as current address, birth date, and

Glossary-20

SIN. These credits determine the amount to withhold from the employee’s wages forfederal/provincial taxes.

Person Search

An SSHR function which enables a manager to search for a person. There are twotypes of search, Simple and Advanced.

Person Type

There are eight system person types in Oracle HRMS. Seven of these are combinationsof employees, ex-employees, applicants, and ex-applicants. The eighth category is’External’. You can create your own user person types based on the eight system types.

Personnel Actions

Personnel actions is a public sector term describing business processes that defineand document the status and conditions of employment. Examples includehiring, training, placement, discipline, promotion, transfer, compensation, ortermination. Oracle HRMS uses the term self-service actions synonymously with thispublic sector term. Oracle Self Service Human Resources (SSHR) provides a configurableset of tools and web flows for initiating, updating, and approving self-service actions.

Plan Design

The functional area that allows you to set up your benefits programs andplans. This process involves defining the rules which govern eligibility, availableoptions, pricing, plan years, third party administrators, tax impacts, planassets, distribution options, required reporting, and communications.

Plan Sponsor

The legal entity or business responsible for funding and administering a benefitsplan. Generally synonymous with employer.

Position

A specific role within the Business Group derived from an organization and a job. Forexample, you may have a position of Shipping Clerk associated with the organizationShipping and the job Clerk.

Predefined Components

Some elements and balances, all primary element classifications and some secondaryclassifications are defined by Oracle Payroll to meet legislative requirements, and aresupplied to users with the product. You cannot delete these predefined components.

Professional Information

An SSHR function which allows an employee to maintain their own professional detailsor a line manager to maintain their direct reports professional details.

Proficiency (within Assessment)

The perceived level of expertise of a person in a competence, in the opinion ofthe assessor, over a given period. For example, a person may demonstrate thecommunication competence at Expert level.

See also: Performance (within Assessment), page Glossary-20, Competence, pageGlossary- 7 , Assessment, page Glossary- 3

Glossary-21

Proficiency Level

A system for expressing and measuring how a competence is exhibited in the workcontext.

See also: Behavioral Indicators, page Glossary- 4 .

Progression Point

A pay scale is calibrated in progression points, which form a sequence for the progressionof employees up the pay scale.

See also: Pay Scale, page Glossary-19

Prospect Pool

(iRecruitment) The prospect pool contains all registered users who have givenpermission for their information to be published.

Provincial/Territorial Employment Standards Acts

In Canada, these are laws covering minimum wages, hours of work, overtime, childlabour, maternity, vacation, public/general holidays, parental and adoptionleave, etc., for employees regulated by provincial/territorial legislation.

Provincial Health Number

In Canada, this is the account number of the provincially administered health care planthat the employer would use to make remittances. There would be a unique number foreach of the provincially controlled plans i.e. EHT, Quebec HSF, etc.

PTO Accrual Plan

A benefit in which employees enroll to entitle them to accrue and take paid time off(PTO). The purpose of absences allowed under the plan, who can enroll, how much timeaccrues, when the time must be used, and other rules are defined for the plan.

QPP

(See Canada/Quebec Pension Plan)

QA Organization

Quality Assurance Organization. Providers of training that leads to QualificationsFramework qualifications register with a QA Organization. The QA Organization isresponsible for monitoring training standards.

Qualification Type

An identified qualification method of achieving proficiency in a competence, such asan award, educational qualification, a license or a test.

See also: Competence, page Glossary- 7

Qualifications Framework

A national structure for the registration and definition of formal qualifications. Itidentifies the unit standard competencies that lead to a particular qualification, theawarding body, and the field of learning to which the qualification belongs, for example.

Glossary-22

Qualifying Days

In the UK, these are days on which Statutory Sick Pay (SSP) can be paid, and the onlydays that count as waiting days. Qualifying days are normally work days, but otherdays may be agreed.

Qualifying Pattern

See: SSP Qualifying Pattern, page Glossary-27

Qualifying Week

In the UK, this is the week during pregnancy that is used as the basis for the qualifyingrules for Statutory Maternity Pay (SMP). The date of the qualifying week is fifteen weeksbefore the expected week of confinement and an employee must have been continuouslyemployed for at least 26 weeks continuing into the qualifying week to be entitled to SMP.

Quebec Business Number

In Canada, this is the employer’s account number with the Ministere du Revenu duQuebec, also known as the Quebec Identification number. It consists of 15 digits, the first9 identify the employer, the next 2 identify the type of tax account involved (payrollvs. corporate tax), and the last 4 identify the particular account for that tax.

Questionnaire

An SSHR function which records the results of an appraisal.

QuickPaint Report

A method of reporting on employee and applicant assignment information. You canselect items of information, paint them on a report layout, add explanatory text, and savethe report definition to run whenever you want.

See also: Assignment Set, page Glossary- 3

QuickPay

QuickPay allows you to run payroll processing for one employee in a few minutes’time. It is useful for calculating pay while someone waits, or for testing payroll formulas.

Ranking

(iRecruitment) A manually entered value to indicate the quality of the applicant againstother applicants for a specific vacancy.

Rates

A set of values for employee grades or progression points. For example, you can definesalary rates and overtime rates.

Rating Scale

Used to describe an enterprise’s competencies in a general way. You do not hold theproficiency level at the competence level.

See also: Proficiency Level, page Glossary-22

Record of Employment (ROE)

A Human Resources Development Canada form that must be completed by an employerwhenever an interruption of earnings occurs for any employee. This form is necessary toclaim Employment Insurance benefits.

Glossary-23

Recruitment Activity

An event or program to attract applications for employment. Newspaperadvertisements, career fairs and recruitment evenings are all examples of recruitmentactivities. You can group several recruitment activities together within an overall activity.

Recurring Elements

Elements that process regularly at a predefined frequency. Recurring element entriesexist from the time you create them until you delete them, or the employee ceases to beeligible for the element. Recurring elements can have standard links.

See also: Nonrecurring Elements, page Glossary-18, Standard Link, page Glossary-27

Region

A collection of logically related fields in a window, set apart from other fields by arectangular box or a horizontal line across the window.

See also: Block, page Glossary- 5 , Field, page Glossary-12

Registered Pension Plan (RPP)

This is a pension plan that has been registered with Revenue Canada. It is a plan wherefunds are set aside by an employer, an employee, or both to provide a pension toemployees when they retire. Employee contributions are generally exempt from tax.

Registered Retirement Savings Plan (RRSP)

This is an individual retirement savings plan that has been registered with RevenueCanada. Usually, contributions to the RRSP, and any income earned within the RRSP, isexempt from tax.

Registered User

(iRecruitment) A person who has registered with the iRecruitment site by entering ane-mail address and password. A registered user does not necessarily have to applyfor jobs.

Report Parameters

Inputs you make when submitting a report to control the sorting, formatting, selection,and summarizing of information in the report.

Report Set

A group of reports and concurrent processes that you specify to run together.

Requisition

The statement of a requirement for a vacancy or group of vacancies.

Request Groups

A list of reports and processes that can be submitted by holders of a particularresponsibility.

See also: Responsibility, page Glossary-25

Glossary-24

Residual

The amount of unused paid time off entitlement an employee loses at the end of anaccrual term. Typically employees can carry over unused time, up to a maximum, butthey lose any residual time that exceeds this limit.

See also: Carry Over, page Glossary- 6

Responsibility

A level of authority in an application. Each responsibility lets you access a specific set ofOracle Applications forms, menus, reports, and data to fulfill your business role. Severalusers can share a responsibility, and a single user can have multiple responsibilities.

See also: Security Profile, page Glossary-26, User Profile Options, page Glossary-30, RequestGroups, page Glossary-24, Security Groups, page Glossary-24

Resume

A document that describes the experience and qualifications of a candidate.

RetroPay

A process that recalculates the amount to pay an employee in the current period toaccount for retrospective changes that occurred in previous payroll periods.

Retry

Method of correcting a payroll run or other process before any post-run processing takesplace. The original run results are deleted and the process is run again.

Revenue Canada

Department of the Government of Canada which, amongst otherresponsibilities, administers, adjudicates, and receives remittances for all taxation inCanada including income tax, Employment Insurance premiums, Canada Pension Plancontributions, and the Goods and Services Tax (legislation is currently proposed to revisethe name to the Canada Customs and Revenue Agency). In the province of Quebec theequivalent is the Ministere du Revenu du Quebec.

Reversal

Method of correcting payroll runs or QuickPay runs after post-run processing has takenplace. The system replaces positive run result values with negative ones, and negativerun result values with positive ones. Both old and new values remain on the database.

Reviewer (SSHR)

A person invited by an appraising manager to add review comments to an appraisal.

RIA

Research Institute of America (RIA), a provider of tax research, practice materials, andcompliance tools for professionals, that provides U.S. users with tax information.

Rollback

Method of removing a payroll run or other process before any post-run processing takesplace. All assignments and run results are deleted.

Rollup

An aggregate of data that includes subsidiary totals.

Glossary-25

Run Item

The amount an element contributes to pay or to a balance resulting from its processingduring the payroll run. The Run Item is also known as calculated pay.

Salary Basis

The period of time for which an employee’s salary is quoted, such as hourly orannually. Defines a group of employees assigned to the same salary basis and receivingthe same salary element.

Salary Rate

The rate of pay associated with a grade or step. Used by Grade/Step Progression.

Scheduled Enrollment

A benefits plan enrollment that takes place during a predefined enrollment period, suchas an open enrollment. Scheduled enrollments can be administrative, open, orunrestricted.

Search by Date

An SSHR sub-function used to search for a Person by Hire date, Application date, Jobposting date or search by a Training event date.

Security Group

Security groups enable HRMS users to partition data by Business Group. Only used forSecurity Groups Enabled security.

See also: Responsibility, page Glossary-25, Security Profile, page Glossary-26, User ProfileOptions, page Glossary-30

Security Groups Enabled

Formerly known as Cross Business Group Responsibility security. This security modeluses security groups and enables you to link one responsibility to many Business Groups.

Security Profile

Security profiles control access to organizations, positions and employee and applicantrecords within the Business Group. System administrators use them in defining users’responsibilities.

See also: Responsibility, page Glossary-25

Self Appraisal

Part of the SSHR Appraisal function. This is an appraisal undertaken by an employee torate their own performance and competencies.

Site Visitor

(iRecruitment) A person who navigates to the iRecruitment web site and may viewjob postings. This person has not yet registered or logged in to the iRecruitmentsystem. This individual may search for postings on the web site and also has the abilityto log in or register with the iRecruitment site.

SMP

See: Statutory Maternity Pay, page Glossary-28

Glossary-26

Social Insurance Number (SIN)

A unique number provided by Human Resources Development Canada (HRDC) to eachperson commencing employment in Canada. The number consists of 9 digits in thefollowing format (###-###-###).

Source Deductions Return (TP 1015.3)

A Ministere du Revenu du Quebec form which each employee must complete. Thisform is used by the employee to reduce his or her taxable income at source by claimingeligible credits and also provides payroll with such important information as currentaddress, birth date, and SIN. These credits determine the amount of provincial tax towithhold from the employee’s wages.

Special Information Types

Categories of personal information, such as skills, that you define in the PersonalAnalysis key flexfield.

Special Run

The first run of a recurring element in a payroll period is its normal run. Subsequentruns in the same period are called special runs. When you define recurring elements youspecify Yes or No for special run processing.

SSHR

Oracle Self-Service Human Resources. An HR management system using an intranetand web browser to deliver functionality to employees and their managers.

SSP

See: Statutory Sick Pay, page Glossary-28

SSP Qualifying Pattern

In the UK, an SSP qualifying pattern is a series of qualifying days that may be repeatedweekly, monthly or some other frequency. Each week in a pattern must include at leastone qualifying day. Qualifying days are the only days for which Statutory Sick Pay(SSP) can be paid, and you define SSP qualifying patterns for all the employees in yourorganization so that their entitlement to SSP can be calculated.

Standard HRMS Security

The standard security model. Using this security model you must log on as a differentuser to see a different Business Group.

Standard Link

Recurring elements with standard links have their element entries automatically createdfor all employees whose assignment components match the link.

See also: Element Link, page Glossary-11, Recurring Elements, page Glossary-24

Statement of Commissions and Expenses for Source Deduction Purposes (TP1015.R.13.1)

A Ministere du Revenu du Quebec form which allows an employee who is paid partly orentirely by commissions to pay a constant percentage of income tax based on his or herestimated commissions for the year, less allowable business expenses.

Glossary-27

Statement of Earnings (SOE)

A summary of the calculated earnings and deductions for an assignment in a payrollperiod.

Statement of Remuneration and Expenses (TD1X)

In Canada, the Statement of Remuneration and Expenses allows an employee who ispaid partly or entirely by commission to pay a constant percentage of income tax, basedon his or her estimated income for the year, less business-related expenses.

Statutory Adoption Pay

In the UK, Statutory Adoption Pay (SAP) is payable to a person of either sex with whoma child is, or is expected to be, placed for adoption under UK law.

Statutory Maternity Pay

In the UK, you pay Statutory Maternity Pay (SMP) to female employees who take timeoff work to have a baby, providing they meet the statutory requirements set out inthe legislation for SMP.

Statutory Sick Pay

In the UK, you pay Statutory Sick Pay (SSP) to employees who are off work for four ormore days because they are sick, providing they meet the statutory requirements setout in the legislation for SSP.

Statutory Paternity Pay

In the UK, Statutory Paternity Pay Birth (SPPB) is payable to a person supporting themother at the time of birth. In cases of adoption, the primary carer receives StatutoryAdoption Pay, while the secondary carer receives Statutory Paternity Pay Adoption(SPPA).

Succession Planning

An SSHR function which enables a manager to prepare a succession plan.

Suitability Matching

An SSHR function which enables a manager to compare and rank a personscompetencies.

Superannuation Guarantee

An Australian system whereby employers are required to contribute a percentage of aneligible employee’s earnings to a superannuation fund to provide for their retirement.

Supplier

An internal or external organization providing contingent workers for anorganization. Typically suppliers are employment or recruitment agencies.

Tabbed Regions

Parts of a window that appear in a stack so that only one is visible at any time. You clickon the tab of the required region to bring it to the top of the stack.

Glossary-28

Task Flows

A sequence of windows linked by buttons to take you through the steps required tocomplete a task, such as hiring a new recruit. System administrators can create taskflows to meet the needs of groups of users.

Tax Point

The date from which tax becomes payable.

Template Letter

Form letter or skeleton letter that acts as the basis for creating mail merge letters. Thetemplate letter contains the standard text, and also contains field codes, which arereplaced by data from the application during the mail merge process.

Terminating Employees

You terminate an employee when he or she leaves your organization. Information aboutthe employee remains on the system but all current assignments are ended.

Termination Rule

Specifies when entries of an element should close down for an employee who leavesyour enterprise. You can define that entries end on the employee’s actual terminationdate or remain open until a final processing date.

Tips

An SSHR user assistance component that provides information about a field.

Transcentive

A third-party compensation management solutions provider, that provides additionalinformation about benefits choices.

Unit Standard

A nationally registered document that describes a standard of performance. Thestandard is typically defined and maintained by industry representatives.

Unit Standard Competence

A competence that is defined in a Unit Standard and linked to a QualificationsFramework qualification.

Upload

The process of transferring the data from a spreadsheet on your desktop, created usingWeb ADI, back to the Oracle HRMS application.

User Assistance Components

SSHR online help comprising tips and instructions.

User Balances

Users can create, update and delete their own balances, including dimensions andbalance feeds.

See also: Balances, page Glossary- 4

Glossary-29

User Profile Options

Features that allow system administrators and users to tailor Oracle HRMS to theirexact requirements.

See also: Responsibility, page Glossary-25, Security Profile, page Glossary-26

User-based Security

With this type of security, the application generates the security permissions for acurrent user when that user logs on to a system. The system uses the security profile(can be position, supervisor, or organization-based, for example) to generate securitypermissions for the current user, for example, based on the user’s position. Analternative to user-based security is a security profile with defined security rules, forexample, to specify that the top-level position for a position-based security profile isPosition A, irrespective of the current user’s position.

View

An example of an interface that you can use to download data from the Oracle HRMSapplication to a spreadsheet using Web ADI.

Viewer (SSHR)

A person with view only access to an appraisal. An appraising manager or an employeein a 360 Degree Self appraisal can appoint view only access to an appraisal.

Viewer (Web ADI)

A desktop application, such as a spreadsheet or word processing tool, that you use toview the data downloaded from Oracle HRMS via Web ADI.

Voluntary

Term used in turnover to describe employees who have ceased employment with theenterprise of their own accord, for example, by resigning.

Waiting Days

In the UK, statutory Sick Pay is not payable for the first three qualifying days in periodof incapacity for work (PIW), which are called waiting days. They are not necessarily thesame as the first three days of sickness, as waiting days can be carried forward from aprevious PIW if the linking interval between the two PIWs is less than 56 days.

WCB Account Number

In Canada, this is the account number of the provincially administered Worker’sCompensation Board that the employer would use to make remittances. There would bea unique number for each of the provincially controlled boards i.e. Workplace Safety& Insurance Board of Ontario, CSST, etc.

Work Choices

Also known as Work Preferences, Deployment Factors, or Work Factors. These can affecta person’s capacity to be deployed within an enterprise, such willingness to travel orrelocate. You can hold work choices at both job and position level, or at person level.

Worker

An employee or a contingent worker.

Glossary-30

Worker’s Compensation Board

In Canada, this is a provincially governed legislative body which provides benefitsto employees upon injury, disability, or death while performing the duties of theemployer. Worker’s Compensation Board premiums are paid entirely by the employer.

Workflow

An Oracle application which uses charts to manage approval processes and in addition isused in SSHR to configure display values of sections within a web page and instructions.

Workforce Measurement Type (WMT)

Groups of different units combined to measure the workforce. The most common unitsare headcount and full time equivalent.

Workforce Measurement Value (WMV)

A WMT value, for example, headcount or FTE.

Work Structures

The fundamental definitions of organizations, jobs, positions, grades, payrolls and otheremployee groups within your enterprise that provide the framework for defining thework assignments of your employees.

Glossary-31

Index

Aaction parameters

maintaining, 5- 7overview, 5- 1

additional element entriesafter payroll run reversals, 4-48

Advance Pay processAdvance Pay Listing, 4-34batch assignment setup, 4-33individual assignment setup, 4-32overview, 4-32running, 4-34, 4-34running by element, 4-35viewing results, 4-35

assignment processesrolling back, 4-50

assignment setsas consolidation sets, 1- 3creating, 1- 5uses in payroll runs, 4- 5

Ccalendars

for payrolls, 1- 8Cheque Writer process, 4-11

cheque listings, 4-17reissuing voided cheques, 4-16voiding cheque payments, 4-16

consolidation setschanging, 1- 3 , 1- 6defining, 1- 6deleting, 1- 6overview, 1- 3

continuous calculationoverview, 4- 6running, 4- 8setting up, 4- 7

costingfor payrolls, 1- 7

Ddata locks, 4-12database triggers, 5- 2define a payroll, 1- 6

defining a payment method, 2- 4dynamic triggers

defining, 5- 4grouping into legislative functional areas, 5- 5

Eelement sets

uses in payroll runs, 4- 5events (payroll)

overview, 5- 1exception reports

grouping, 4-44overriding variance type or variance, 4-44running, 4-44setting up, 4-39

exchange rate typesselecting for a business group, 1- 4

exchange rates, 1- 4

Mmanual payments

recording details, 4-11

Nnonrecurring elements

in payroll run reversals, 4-48

OOracle Payroll

reconciling payments with Oracle CashManagement, 4-38

organizational payment method, 2- 4

Ppay periods

selecting, 1- 7payment methods

deciding enterprise options, 2- 3defining, 2- 4for a payroll, 1- 8

payroll calendarstable of frequencies, 1- 3

Index-1

payroll process resultsviewing, retrying, rolling back, 4-13

payroll processesAdvance Pay, 4-32Cheque Writer, 4-11, 4-15External/Manual Payments, 4-11, 4-18PrePayments, 4-11, 4-15RetroPay, 4-19Void Cheque Payments, 4-11, 4-16

payroll runsrestricting processing with element sets, 4- 5retrying, 4-46, 4-49reversing, 4-47, 4-49rolling back, 4-46, 4-49starting off, 4- 6

payrollscheck date, 1- 7cut off date, 1- 7defining, 1- 7deleting, 1- 8post-processing

summary of payroll post-processes, 4-11scheduled run date, 1- 7

payslipsarchive process, 2- 8extracting information for, 2- 8generating, 2- 7printing, 4-14setting up, 2- 7

PrePayments processpurpose of, 4-11

process parametersmaintaining, 5- 7purpose of, 5- 3

QQuickPay, 4- 5

concurrent manager messages, 4- 6making manual payments, 4-18post-run processing, 4- 6 , 4-12reversing, 4-49running, 4- 8

Rregular runs

scheduled date of, 1- 7reports

Advance Pay Listing, 4-34Cheque Listing, 4-17Payroll Message, 4-38Retro-Notification, 4-30Void Payments, 4-17

retriesautomatic retries, 4-47marking assignment groups for retry, 4-49marking individual assignments for retry, 4-48

marking large and small processes for retry,4-48overview, 4-46payroll runs and other processes, 4-49post-run processing rule, 4-47

Retro-Notificationoverview of setup process, 4-22purpose of, 4-20reporting, 4-30running, 4-30setting up, 4-24

RetroPaycreating a RetroPay set, 4-27overview of setup process, 4-22running, 4-27sequence of activities, 4-21setting up, 4-25status and history, 4-28

RetroPay (by Aggregate)setting up, 4-25

RetroPay by Elementsetting up, 4-25

RetroPay by Runsetting up, 4-25

RetroPay processby aggregate, 4-19by run, 4-19setting up, 4-25when to run, 4-19

RetroPay setcreating, 4-27

RetroPay statuspurpose of, 4-21viewing, 4-28

reversals, 4-47payroll runs, 4-49QuickPay runs, 4-49

rollbacks, 4-49individual assignments, 4-50large numbers of assignments, 4-50small groups of assignments, 4-50uses of, 4-46

run balancesgenerate

remove invalid run balances, 4- 9

Sstatement of earnings

viewingpay advice, 2- 6

statutory informationentering, 1- 8

Ttable event updates, 5- 6

Index-2

VVoid Cheque Payments process

reissuing voided cheques, 4-16running, 4-16when to run, 4-11

Wwindows

Assignment Set, 1- 5Consolidation Sets, 1- 6Exception Report, 4-44Exchange Rates, 1- 4

External/Manual Payments, 4-11Organizational Payment Method, 2- 3 , 2- 4Payroll, 1- 7 , 1- 8Period Dates, 1- 8QuickPay, 4- 8RetroPay Set, 4-27RetroPay Status, 4-28Statement of Earnings, 2- 6Table Event Updates, 5- 6Table Values, 1- 4Update Payroll Run, 1- 6Valid Payment Methods, 1- 8

Index-3